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"content": "\u003cp>Recently, business has been exceptionally slow for Erica Mighetto, who drives for Uber and Lyft in San Francisco. Even so, she’s still out there looking for passengers, and has taken steps to prepare for whatever rides do come along.\u003c/p>\n\u003cp>When she stops to pick me up in Glen Park earlier this week, Mighetto immediately rolls down the window before I get into her car and asks if I want her to put on a surgical mask.\u003c/p>\n\u003cp>Mighetto’s car is immaculate. There’s a lingering whiff of bleach from the disinfectant she has been religiously rubbing on the surfaces between passengers. Up front, behind the gear shift, she has a stack of pink surgical masks, which she said she received from a doctor at a hospital, who suggested she hand them out to any coughing passengers.\u003c/p>\n\u003cp>Late last week, she received messages from both Lyft and Uber telling her to keep her car clean and to stock up on hand sanitizer, which she found most stores had sold out of. A few days later, Lyft said it was providing sanitizer to drivers.\u003c/p>\n\u003cfigure id=\"attachment_11806430\" class=\"wp-caption alignnone\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11806430\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut.jpg\" alt=\"\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut-1020x680.jpg 1020w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Ride-hail driver Erica Mighetto disinfects the door handles of her car between rides. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The hospital doctor Mighetto consulted with said she should use a mask as well, but she remains hesitant to wear one when picking up passengers, concerned it will freak them out. Everyone is already on edge, she says.\u003c/p>\n\u003cp>Mighetto is scared, too. She doesn’t want to be on the road driving, which she thinks could be particularly dangerous for her.\u003c/p>\n\u003cp>“I have a heart condition called supraventricular tachycardia,” she tells me. “Ten years ago I had surgery, and I haven’t been monitored since then. I don’t have a primary care practitioner or a cardiologist.”\u003c/p>\n\u003cp>“It’s really nerve-wracking to be out here driving people around,” she adds.\u003c/p>\n\u003cp>But coronavirus fears aside, Mighetto has little choice but to continue driving this month; she needs the money.\u003c/p>\n\u003cp>[pullquote size='medium' align='right' citation=\"Erica Mighetto, ride-hail driver\"]‘I just have no choice whatsoever. I am running myself into financial despair.’[/pullquote]\u003c/p>\n\u003cp>Now in her late 30s, Mighetto used to work as an accountant in Sacramento. Driving for a ride-hailing service was never part of her game plan.\u003c/p>\n\u003cp>Mighetto hasn’t had a steady job since working at a property management firm three years ago. She says it started as a bookkeeping gig, but increasingly involved hounding tenants for money and issuing eviction notices. She started feeling sick about the work and eventually quit, she says, and took up driving for Lyft while looking for something more permanent. She never imagined she’d be working behind the wheel for this long.\u003c/p>\n\u003cp>Four months ago, Mighetto says her landlord kicked out all the tenants in her apartment building, offering a small buyout. Since then, she’s been staying on friends’ couches and renting rooms in hostels while searching for a permanent residence.\u003c/p>\n\u003cp>Right now, Mighetto is driving as many hours as she can with the hope of scraping together enough money for a new apartment. But it’s an uphill battle. Between her car payments and credit cards, she is $18,000 in debt. Sometimes, to save money after a night shift, she folds down her backseat, pulls out a pillow she keeps tucked in the spare tire cavity and sleeps in her car.\u003c/p>\n\u003cp>This is not the life Mighetto envisioned when she left her last job.\u003c/p>\n\u003cfigure id=\"attachment_11806429\" class=\"wp-caption alignnone\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11806429\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut.jpg\" alt=\"\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut-1020x680.jpg 1020w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Erica Mighetto on the job in Oakland. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“You just get sucked into it,” she says. “The bills stack up and the credit card debt mounts and you have to get that clutch and you have to get that battery and you go from a paycheck-to-paycheck basis to a cash-out-to-cash-out basis.”\u003c/p>\n\u003cp>Mighetto says she has an automatic phone payment coming up in two days that she currently doesn’t have enough money to cover, and she just received an email from her credit card company about an outstanding bill.\u003c/p>\n\u003cp>“I just have no choice whatsoever. I am running myself into financial despair,” she says, noting that the coronavirus has only made the situation tougher.\u003c/p>\n\u003cp>[aside label=\"related coverage\" tag=\"coronavirus\"]Earlier this week, Lyft and Uber \u003ca href=\"https://www.mercurynews.com/2020/03/09/uber-lyft-to-offer-paid-sick-leave-to-any-coronavirus-infected-driver/\">both announced\u003c/a> plans to provide up to 14 days of sick leave for their drivers, but only if they’ve been “diagnosed with the coronavirus” or have been ordered to self-quarantine. Neither company has stated how much drivers can get compensated. And because both companies are continuing to classify their drivers as contractors, none are guaranteed minimum wage, regardless of drops in ridership.\u003c/p>\n\u003cp>There are as many as 2.5 million Lyft and Uber drivers in the U.S., most of whom do not receive any paid time off. But this predicament is certainly not unique to gig workers, says Elise Gould, an economist with the left-leaning Economic Policy Institute, pointing to wider economic trends.\u003c/p>\n\u003cp>The U.S. is one of the only industrialized countries in the world that doesn’t require paid sick leave (South Korea is the other), and a huge contingent of U.S. workers don’t have adequate access to paid time off or the capability to work from home, Gould says. The less workers make, she notes, the greater the chance they lack these benefits.\u003c/p>\n\u003cp>To drive her point home, Gould points to \u003ca href=\"https://www.epi.org/publication/work-sick-or-lose-pay-the-high-cost-of-being-sick-when-you-dont-get-paid-sick-days/\">several data sets\u003c/a> based on figures from the federal Bureau of Labor Statistics showing that about 30% of all private sector workers in the U.S. have no access to paid sick days and only about 4% of workers have access to more than 14 paid sick days. Meanwhile, almost everyone in the top 10% has access to paid time off, while less than a third of the bottom 10% do.\u003c/p>\n\u003cp>“When you are thinking about the workers who are living paycheck-to-paycheck,” Gould says, “those are the ones least likely to work from home or have those paid sick days.” When a pandemic hits and consumption slows down, these workers are on the front lines of the economic shockwave, she notes.\u003c/p>\n\u003cp>The coronavirus is exposing this disparity of privilege between workers across the country, and the contrast is particularly stark in the Bay Area. Companies like Google and Facebook have told their office employees to work for home or take paid time off if they’re feeling sick. Lyft told its office employees to do the same. But if its drivers want to make money, they have no choice but to go out on the road whether or not they are afraid of getting sick or think they may be already.\u003c/p>\n\u003cp>And like many service workers without access to paid leave, gig drivers often go to work sick.\u003c/p>\n\u003cfigure id=\"attachment_11806431\" class=\"wp-caption alignnone\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11806431\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut.jpg\" alt=\"\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut-1020x680.jpg 1020w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Lyft driver Edan Alva in Alameda on March 10, 2020. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Just over a month ago, Uber driver Edan Alva was exhibiting flu-like symptoms. And while he tried to “power through” at first, he says he eventually had to take time off, unpaid.\u003c/p>\n\u003cp>“I stayed at home for nearly a week to recover,” Alva says, “which put me financially into a very bad situation.” He says he doesn’t need the coronavirus to underscore how precarious his financial situation is without paid time off.\u003c/p>\n\u003cp>“This is just one more illustration of why drivers should organize and unionize and directly negotiate with Lyft,” he says.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Both Lyft and Uber recently \u003ca href=\"https://www.uber.com/us/en/coronavirus/?_ga=2.36026087.699844506.1584045286-297668926.1584045286#drivers\">posted details\u003c/a> on their ongoing response to the coronavirus outbreak. Uber says it has already helped drivers in affected areas with its drivers fund, although it does not provide details on how many it’s supporting, or how much compensation they’ve received.\u003c/p>\n\u003cp>In the meantime, Erica Mighetto worries she’s going to run out of options.\u003c/p>\n\u003cp>“When people ask how you’re doing it always makes me cry because I appreciate the concern,” she says. “It’s lonely and it’s terrible and I made a promise to myself to at least acknowledge the people on the side of the road asking for money because I’m scared I could be that person.”\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Recently, business has been exceptionally slow for Erica Mighetto, who drives for Uber and Lyft in San Francisco. Even so, she’s still out there looking for passengers, and has taken steps to prepare for whatever rides do come along.\u003c/p>\n\u003cp>When she stops to pick me up in Glen Park earlier this week, Mighetto immediately rolls down the window before I get into her car and asks if I want her to put on a surgical mask.\u003c/p>\n\u003cp>Mighetto’s car is immaculate. There’s a lingering whiff of bleach from the disinfectant she has been religiously rubbing on the surfaces between passengers. Up front, behind the gear shift, she has a stack of pink surgical masks, which she said she received from a doctor at a hospital, who suggested she hand them out to any coughing passengers.\u003c/p>\n\u003cp>Late last week, she received messages from both Lyft and Uber telling her to keep her car clean and to stock up on hand sanitizer, which she found most stores had sold out of. A few days later, Lyft said it was providing sanitizer to drivers.\u003c/p>\n\u003cfigure id=\"attachment_11806430\" class=\"wp-caption alignnone\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11806430\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut.jpg\" alt=\"\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41943_006_KQED_Oakland_RideHail_03102020_6658-qut-1020x680.jpg 1020w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Ride-hail driver Erica Mighetto disinfects the door handles of her car between rides. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The hospital doctor Mighetto consulted with said she should use a mask as well, but she remains hesitant to wear one when picking up passengers, concerned it will freak them out. Everyone is already on edge, she says.\u003c/p>\n\u003cp>Mighetto is scared, too. She doesn’t want to be on the road driving, which she thinks could be particularly dangerous for her.\u003c/p>\n\u003cp>“I have a heart condition called supraventricular tachycardia,” she tells me. “Ten years ago I had surgery, and I haven’t been monitored since then. I don’t have a primary care practitioner or a cardiologist.”\u003c/p>\n\u003cp>“It’s really nerve-wracking to be out here driving people around,” she adds.\u003c/p>\n\u003cp>But coronavirus fears aside, Mighetto has little choice but to continue driving this month; she needs the money.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Now in her late 30s, Mighetto used to work as an accountant in Sacramento. Driving for a ride-hailing service was never part of her game plan.\u003c/p>\n\u003cp>Mighetto hasn’t had a steady job since working at a property management firm three years ago. She says it started as a bookkeeping gig, but increasingly involved hounding tenants for money and issuing eviction notices. She started feeling sick about the work and eventually quit, she says, and took up driving for Lyft while looking for something more permanent. She never imagined she’d be working behind the wheel for this long.\u003c/p>\n\u003cp>Four months ago, Mighetto says her landlord kicked out all the tenants in her apartment building, offering a small buyout. Since then, she’s been staying on friends’ couches and renting rooms in hostels while searching for a permanent residence.\u003c/p>\n\u003cp>Right now, Mighetto is driving as many hours as she can with the hope of scraping together enough money for a new apartment. But it’s an uphill battle. Between her car payments and credit cards, she is $18,000 in debt. Sometimes, to save money after a night shift, she folds down her backseat, pulls out a pillow she keeps tucked in the spare tire cavity and sleeps in her car.\u003c/p>\n\u003cp>This is not the life Mighetto envisioned when she left her last job.\u003c/p>\n\u003cfigure id=\"attachment_11806429\" class=\"wp-caption alignnone\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11806429\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut.jpg\" alt=\"\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41942_005_KQED_Oakland_RideHail_03102020_-qut-1020x680.jpg 1020w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Erica Mighetto on the job in Oakland. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>“You just get sucked into it,” she says. “The bills stack up and the credit card debt mounts and you have to get that clutch and you have to get that battery and you go from a paycheck-to-paycheck basis to a cash-out-to-cash-out basis.”\u003c/p>\n\u003cp>Mighetto says she has an automatic phone payment coming up in two days that she currently doesn’t have enough money to cover, and she just received an email from her credit card company about an outstanding bill.\u003c/p>\n\u003cp>“I just have no choice whatsoever. I am running myself into financial despair,” she says, noting that the coronavirus has only made the situation tougher.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>Earlier this week, Lyft and Uber \u003ca href=\"https://www.mercurynews.com/2020/03/09/uber-lyft-to-offer-paid-sick-leave-to-any-coronavirus-infected-driver/\">both announced\u003c/a> plans to provide up to 14 days of sick leave for their drivers, but only if they’ve been “diagnosed with the coronavirus” or have been ordered to self-quarantine. Neither company has stated how much drivers can get compensated. And because both companies are continuing to classify their drivers as contractors, none are guaranteed minimum wage, regardless of drops in ridership.\u003c/p>\n\u003cp>There are as many as 2.5 million Lyft and Uber drivers in the U.S., most of whom do not receive any paid time off. But this predicament is certainly not unique to gig workers, says Elise Gould, an economist with the left-leaning Economic Policy Institute, pointing to wider economic trends.\u003c/p>\n\u003cp>The U.S. is one of the only industrialized countries in the world that doesn’t require paid sick leave (South Korea is the other), and a huge contingent of U.S. workers don’t have adequate access to paid time off or the capability to work from home, Gould says. The less workers make, she notes, the greater the chance they lack these benefits.\u003c/p>\n\u003cp>To drive her point home, Gould points to \u003ca href=\"https://www.epi.org/publication/work-sick-or-lose-pay-the-high-cost-of-being-sick-when-you-dont-get-paid-sick-days/\">several data sets\u003c/a> based on figures from the federal Bureau of Labor Statistics showing that about 30% of all private sector workers in the U.S. have no access to paid sick days and only about 4% of workers have access to more than 14 paid sick days. Meanwhile, almost everyone in the top 10% has access to paid time off, while less than a third of the bottom 10% do.\u003c/p>\n\u003cp>“When you are thinking about the workers who are living paycheck-to-paycheck,” Gould says, “those are the ones least likely to work from home or have those paid sick days.” When a pandemic hits and consumption slows down, these workers are on the front lines of the economic shockwave, she notes.\u003c/p>\n\u003cp>The coronavirus is exposing this disparity of privilege between workers across the country, and the contrast is particularly stark in the Bay Area. Companies like Google and Facebook have told their office employees to work for home or take paid time off if they’re feeling sick. Lyft told its office employees to do the same. But if its drivers want to make money, they have no choice but to go out on the road whether or not they are afraid of getting sick or think they may be already.\u003c/p>\n\u003cp>And like many service workers without access to paid leave, gig drivers often go to work sick.\u003c/p>\n\u003cfigure id=\"attachment_11806431\" class=\"wp-caption alignnone\" style=\"max-width: 1920px\">\u003ca href=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut.jpg\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-full wp-image-11806431\" src=\"https://ww2.kqed.org/app/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut.jpg\" alt=\"\" width=\"1920\" height=\"1280\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2020/03/RS41936_006_KQED_Alameda_EdanAlva_03102020_-qut-1020x680.jpg 1020w\" sizes=\"(max-width: 1920px) 100vw, 1920px\">\u003c/a>\u003cfigcaption class=\"wp-caption-text\">Lyft driver Edan Alva in Alameda on March 10, 2020. \u003ccite>(Beth LaBerge/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Just over a month ago, Uber driver Edan Alva was exhibiting flu-like symptoms. And while he tried to “power through” at first, he says he eventually had to take time off, unpaid.\u003c/p>\n\u003cp>“I stayed at home for nearly a week to recover,” Alva says, “which put me financially into a very bad situation.” He says he doesn’t need the coronavirus to underscore how precarious his financial situation is without paid time off.\u003c/p>\n\u003cp>“This is just one more illustration of why drivers should organize and unionize and directly negotiate with Lyft,” he says.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Both Lyft and Uber recently \u003ca href=\"https://www.uber.com/us/en/coronavirus/?_ga=2.36026087.699844506.1584045286-297668926.1584045286#drivers\">posted details\u003c/a> on their ongoing response to the coronavirus outbreak. Uber says it has already helped drivers in affected areas with its drivers fund, although it does not provide details on how many it’s supporting, or how much compensation they’ve received.\u003c/p>\n\u003cp>In the meantime, Erica Mighetto worries she’s going to run out of options.\u003c/p>\n\u003cp>“When people ask how you’re doing it always makes me cry because I appreciate the concern,” she says. “It’s lonely and it’s terrible and I made a promise to myself to at least acknowledge the people on the side of the road asking for money because I’m scared I could be that person.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>Gig workers in San Francisco Thursday joined the ongoing protests against what they say are unfair labor practices at the app-based service providers who contract them.\u003c/p>\n\u003cp>The protesters who gathered were part of the \u003ca href=\"https://payup.wtf/\">#PayUp\u003c/a> campaign, which advocates for: a $15 an hour minimum pay, plus reimbursements for expenses incurred on-the-job, “tips on top,” meaning tips aren’t just used to fill gaps in wages but truly supplement income, and for companies to provide transparent, line-item breakdown of earnings and expenses.\u003c/p>\n\u003cp>Protests began at the headquarters of the grocery delivery company, Instacart, at 50 Beale St., a high-rise on the border of the Financial District. The participants spoke about their experiences trying to make ends meet in the Bay Area working both full-time and part-time in the gig economy.\u003c/p>\n\u003cfigure id=\"attachment_11772535\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11772535\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/09/M6A0034-2-800x533.jpg\" alt=\"\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-1200x800.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">“There is nothing flexible about being trapped in cyclical poverty and earning poverty wages. There is nothing flexible about working 60 plus hours a week and still not making ends meet. There is nothing flexible about absorbing your operating costs and risks. There is nothing flexible about having to return to work against medical advice because you can’t afford to take time off. And, lastly, flexibility does not pay my bills,” said Vanessa Bain of Menlo Park. \u003ccite>(Stephanie Lister/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Vanessa Bain, one of the speakers, delivers for Instacart, DoorDash and Caviar. She says she slipped and split her head open out on a delivery and was back to work within an hour. \u003c/p>\n\u003cp>“I was bleeding, and I had to drive myself to the emergency room. I was in shock. I was in pain. And all I could think about [was] how I would ever be able to pay for the bill,” Bain said.\u003c/p>\n\u003cfigure id=\"attachment_11772510\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11772510\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/09/M6A0087-800x533.jpg\" alt=\"\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-1200x800.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Schana Cummings (right) describes her experience as a gig worker: “Me, personally, I can’t hold a traditional job… I used to be able to support myself with [gig] jobs but no longer can.” She explains that she works gig jobs because she suffers from mental illness and now the stress of gig jobs is exacerbating that illness. \u003ccite>(Stephanie Lister/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Schana Cummings said she used to be able to support herself working gig jobs for companies like Instacart, DoorDash and Amazon Flex, but can no longer meet her living expenses with what she earns. She says she can’t hold down a traditional job because she struggles with mental illness and the instability of gig work is adding to her anxiety.\u003c/p>\n\u003cfigure id=\"attachment_11772554\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11772554\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/09/M6A0111-800x533.jpg\" alt=\"\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-1200x800.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Bags full of peanuts reading “Pay Up” in front of Instacart headquarters. Protesters were unable to bring them up to the office in San Francisco on September 5, 2019. \u003ccite>(Stephanie Lister/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The protesters came armed with bags of peanuts to deliver to the headquarters because, they say, \u003cem>that’s what these companies are paying us\u003c/em>. They were unable to get through security to deliver the bags directly to Instacart’s office, so they left them outside and continued their march to Postmates and then DoorDash.\u003c/p>\n\u003cp>KQED reached out to Instacart, Postmates and DoorDash for comment. In a statement, Instacart said, “We respect the voices of all Instacart [workers], including those here today, and will continue to work closely with local legislators as we push to modernize laws in a way that allows [workers] to reach their personal and financial goals, while maintaining the flexibility they enjoy as part of the Instacart platform.”\u003c/p>\n\u003cp>https://twitter.com/workingwa/status/1169754518390599680?s=20\u003c/p>\n\u003cp>Postmates wrote they are committed to higher earnings for their fleet and say on job pay-out averages in San Francisco have increased to $21.50 an hour before tips. They also said that, since Labor Day, more than 6,000 delivery gig workers have reached out to lawmakers asking to preserve the flexibility they have through their work.\u003c/p>\n\u003cp>DoorDash and Postmates also said they are working with lawmakers and a DoorDash spokesperson said that it is the first national gig economy company to offer occupational accident insurance at no cost to their delivery staff.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Gig workers in San Francisco Thursday joined the ongoing protests against what they say are unfair labor practices at the app-based service providers who contract them.\u003c/p>\n\u003cp>The protesters who gathered were part of the \u003ca href=\"https://payup.wtf/\">#PayUp\u003c/a> campaign, which advocates for: a $15 an hour minimum pay, plus reimbursements for expenses incurred on-the-job, “tips on top,” meaning tips aren’t just used to fill gaps in wages but truly supplement income, and for companies to provide transparent, line-item breakdown of earnings and expenses.\u003c/p>\n\u003cp>Protests began at the headquarters of the grocery delivery company, Instacart, at 50 Beale St., a high-rise on the border of the Financial District. The participants spoke about their experiences trying to make ends meet in the Bay Area working both full-time and part-time in the gig economy.\u003c/p>\n\u003cfigure id=\"attachment_11772535\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11772535\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/09/M6A0034-2-800x533.jpg\" alt=\"\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-1200x800.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0034-2.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">“There is nothing flexible about being trapped in cyclical poverty and earning poverty wages. There is nothing flexible about working 60 plus hours a week and still not making ends meet. There is nothing flexible about absorbing your operating costs and risks. There is nothing flexible about having to return to work against medical advice because you can’t afford to take time off. And, lastly, flexibility does not pay my bills,” said Vanessa Bain of Menlo Park. \u003ccite>(Stephanie Lister/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Vanessa Bain, one of the speakers, delivers for Instacart, DoorDash and Caviar. She says she slipped and split her head open out on a delivery and was back to work within an hour. \u003c/p>\n\u003cp>“I was bleeding, and I had to drive myself to the emergency room. I was in shock. I was in pain. And all I could think about [was] how I would ever be able to pay for the bill,” Bain said.\u003c/p>\n\u003cfigure id=\"attachment_11772510\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11772510\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/09/M6A0087-800x533.jpg\" alt=\"\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-1200x800.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0087.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Schana Cummings (right) describes her experience as a gig worker: “Me, personally, I can’t hold a traditional job… I used to be able to support myself with [gig] jobs but no longer can.” She explains that she works gig jobs because she suffers from mental illness and now the stress of gig jobs is exacerbating that illness. \u003ccite>(Stephanie Lister/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Schana Cummings said she used to be able to support herself working gig jobs for companies like Instacart, DoorDash and Amazon Flex, but can no longer meet her living expenses with what she earns. She says she can’t hold down a traditional job because she struggles with mental illness and the instability of gig work is adding to her anxiety.\u003c/p>\n\u003cfigure id=\"attachment_11772554\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11772554\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/09/M6A0111-800x533.jpg\" alt=\"\" width=\"800\" height=\"533\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-800x533.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-1020x680.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-1200x800.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111-1920x1280.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2019/09/M6A0111.jpg 2048w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Bags full of peanuts reading “Pay Up” in front of Instacart headquarters. Protesters were unable to bring them up to the office in San Francisco on September 5, 2019. \u003ccite>(Stephanie Lister/KQED)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>The protesters came armed with bags of peanuts to deliver to the headquarters because, they say, \u003cem>that’s what these companies are paying us\u003c/em>. They were unable to get through security to deliver the bags directly to Instacart’s office, so they left them outside and continued their march to Postmates and then DoorDash.\u003c/p>\n\u003cp>KQED reached out to Instacart, Postmates and DoorDash for comment. In a statement, Instacart said, “We respect the voices of all Instacart [workers], including those here today, and will continue to work closely with local legislators as we push to modernize laws in a way that allows [workers] to reach their personal and financial goals, while maintaining the flexibility they enjoy as part of the Instacart platform.”\u003c/p>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\n\u003cp>Postmates wrote they are committed to higher earnings for their fleet and say on job pay-out averages in San Francisco have increased to $21.50 an hour before tips. They also said that, since Labor Day, more than 6,000 delivery gig workers have reached out to lawmakers asking to preserve the flexibility they have through their work.\u003c/p>\n\u003cp>DoorDash and Postmates also said they are working with lawmakers and a DoorDash spokesperson said that it is the first national gig economy company to offer occupational accident insurance at no cost to their delivery staff.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>Just because someone has a tech job in Silicon Valley, it doesn’t mean they are pulling in a high salary with loads of paid time off, piles of free food and private buses to shuttle them to and from work. Contract workers often don’t share in these perks, even if they’re doing white-collar jobs like developing software, analyzing data or running the servers these tech companies depend on.\u003c/p>\n\u003cp>“We’re right there looking through the glass at people having this sort of wondrous experience, given loads and loads of perks and benefits. But we don’t get any of it, even though we’re effectively doing the same work,” said one contract worker who did language processing at Google. Like all of the workers interviewed for this story, she asked to remain anonymous for fear of losing her job.\u003c/p>\n\u003cp>White-collar contractors often don’t work directly for tech companies but for third-party staffing firms. The workers typically earn less than their employee counterparts and have to pay for things like riding the shuttle — which is free for full-timers — to work. They may have limited access to the company campus, and aren’t invited to certain trips, parties and events.\u003c/p>\n\u003cp>“As a contractor you’re treated like you’re less than everyone else,” said a Latina who did contract work at both Salesforce and the e-cigarette company Juul.\u003c/p>\n\u003cp>The total number of contract workers in Silicon Valley is unknown. But experts, academics and labor advocates interviewed for this story estimated more than 100,000 white- and blue-collar contractors are working in tech, doing jobs ranging from janitorial work to programming.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003ch3>How and Why Silicon Valley Latched on to Contracting\u003c/h3>\n\u003cp>Since the late 1980s, companies nationwide have been switching their labor force over from employees to contractors. Contract workers are often cheaper than employees, they can be hired and fired more easily, and investors generally like to see lower employee headcounts. Silicon Valley has not only been part of this trend, but on the vanguard of it, said Chris Tilly, a UCLA professor who studies labor markets, inequality and public policy.\u003c/p>\n\u003cp>“Silicon Valley and the tech sector is definitely way out in front of most sectors when it comes to contracting,” Tilly said.\u003c/p>\n\u003cp>This is how it works in Silicon Valley: The companies go to a staffing firm with a bid and say, “Hey, we need X amount of workers for X price to do something like IT, build out a new division for, say, autonomous cars, or do our janitorial work,” said Pradeep Chauhan, who runs OnContracting — a rating and reviews website for workers to learn about conditions at different temp staffing agencies.\u003c/p>\n\u003cp>[pullquote size='medium' align='right' citation='Contract worker in Silicon Valley']‘It’s totally a two-tiered sort of caste system.’[/pullquote]\u003c/p>\n\u003cp>Chauhan said there are more than 1,000 staffing agencies in Silicon Valley. Some have more traditional names like “Mountain View Staffing” and “Palo Alto Staffing.” Others have gone the startup-type route with business names like Akraya. Many specialize in a particular kind of work like IT, security or transportation.\u003c/p>\n\u003cp>Tilly said in the investor-dependent, quick-pivot world of Silicon Valley, the advantages of the contractor model are even more valuable because it allows firms to quickly scale up and scale down projects with labor.\u003c/p>\n\u003cp>And, this model saves tech firms money in benefits, too, since it would cost a lot to give contractors the same generous packages used to attract high-skilled programmers and software developers, said Chauhan, who worked in staffing at Microsoft in the 1990s.\u003c/p>\n\u003cp>In older industries like auto manufacturing, unions guard against switching employees to contractors, but that’s not the case for new companies in Silicon Valley.\u003c/p>\n\u003cp>“These companies start out with a tabula rasa,” a blank slate, Tilly said.\u003c/p>\n\u003ch3>Stuck in Contracting for Years\u003c/h3>\n\u003cp>All of the temporary contract workers in this story hoped to move on or convert to employee status, but at most tech companies there is no direct path for them to do so. Companies like Google have policies that direct managers not to discuss the potential of converting to full-time work.\u003c/p>\n\u003cp>Part of the reason for this firm barrier between contractors and employees is legal protection from what are known as misclassification lawsuits. Chauhan said tech companies’ caution over misclassification issues started back at Microsoft.\u003c/p>\n\u003cp>In the early 1990s, Microsoft had hired lots of contractors to do everything from IT work to software development. Some of these workers got stuck in contracting roles for years and ended up filing a class-action lawsuit against Microsoft for how it was “permatemping” its workers. After almost a decade of battling the lawsuit, \u003ca href=\"https://www.computerworld.com/article/2589538/it-personnel-microsoft-to-pay-97-million-to-settle-permatemp-case.html\" target=\"_blank\" rel=\"noopener\">Microsoft settled for $97 million\u003c/a>.\u003c/p>\n\u003cp>“After Microsoft lost,” Chauhan said, “every contingent staffing department at every large company started setting up rules over how to best utilize contractors.”\u003c/p>\n\u003cp>Chauhan said that to avoid legal trouble, companies do two things: They require staffing agencies to offer some kind of benefit package to workers to make them feel like they’re employees of the agency, not the tech company. And the companies require short-term contracts, a year or 18 months at most, which means contractors never settle into a permanent job.\u003c/p>\n\u003cp>[pullquote size='small' align='right' citation='Contract worker in Silicon Valley who did language processing at Google']‘We’re right there looking through the glass at people having this sort of wondrous experience, given loads and loads of perks and benefits; but we don’t get any of it, even though we’re effectively doing the same work.’[/pullquote]\u003c/p>\n\u003cp>This leaves contract workers who want full-time work in a tricky position, with some believing they can break through if they try hard enough. One worker at Google said he was working overtime, even though he wasn’t supposed to.\u003c/p>\n\u003cp>“I’ve found myself working secretly after hours, trying to avoid my manager if they’re around,” he said.\u003c/p>\n\u003cp>This worker grew up in the Bay Area and recently became a contract worker in tech. He is hoping to jump to full-time employment and build a career in the industry. But in his first months on the job, he is concerned he is not doing enough work in his contract role to move to full time and that he may be let go.\u003c/p>\n\u003cp>“You feel like a full-time employee and you feel like you’re going to be evaluated as a full-time employee,” he said. “But on the books and in your paycheck and your benefits — and some of the way you’re treated — you’re not a full-time employee.”\u003c/p>\n\u003cp>[audio src=\"https://www.kqed.org/.stream/anon/radio/tcr/2019/04/ShadowWorkforceBadgesHarnettTCRAM.mp3\" title=\"Silicon Valley's Shadow Workforce\" program=\"KQED News\" image=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2014/05/RS8537_IMG_9782-scr-e1405355033607.jpg\"]\u003c/p>\n\u003cp>Many white-collar contract workers see full-time employment as the only way to have a decent life in the Bay Area.\u003c/p>\n\u003cp>A worker at a major Silicon Valley tech company has been waiting to get a full-time job so he can bring his pregnant wife and their young child — both who live in another country — to the U.S.\u003c/p>\n\u003cp>But after more than four years working contract to contract at different companies, it doesn’t look like he will land a full-time job soon.\u003c/p>\n\u003cp>“I’m willing to work really hard to eventually have a path for conversion,” he said. “As long as that’s possible, I’m going to keep trying. There’s nothing else I can do, really.” \u003c/p>\n\u003cp>[audio src=\"https://www.kqed.org/.stream/anon/radio/tcr/2019/04/ShawdowWorkforce4HarnettTCRAM.mp3\" title=\"Waiting to Work Full Time\" program=\"KQED News\" image=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2013/11/1928_transform.jpg\"]\u003c/p>\n\u003ch3>‘A Two-Tiered Caste System’\u003c/h3>\n\u003cp>One worker interviewed for this story had previously been an adjunct professor at an Ivy League university. Adjuncts receive far less pay than full professors and have limited to no job security; tenured professor jobs are difficult to come by.\u003c/p>\n\u003cp>The worker left for a tech job, hoping to find the kind of steady career path that wasn’t available in academia. She couldn’t believe the similarities.\u003c/p>\n\u003cp>“I found myself in effectively the same situation,” she said, “It’s totally a two-tiered sort of caste system.”\u003c/p>\n\u003cp>[audio src=\"https://www.kqed.org/.stream/anon/radio/tcr/2019/04/HarnettShadowWorkforce1.mp3\" title=\"Contracting White-Collar Workers\" program=\"KQED News\" image=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2019/02/GoogleWalkout.jpg\"]\u003c/p>\n\u003cp>A \u003ca href=\"https://news.ucsc.edu/2016/03/contract-worker-study.html\" target=\"_blank\" rel=\"noopener\">2016 study\u003c/a> of the contract workforce in Santa Clara County found deep racial and economic divides between contractors and full-time workers in the tech industry.\u003c/p>\n\u003cp style=\"font-weight: 400\">Latinos and African Americans are underrepresented in Silicon Valley and in the tech industry as a whole. Often when they do get jobs, they aren’t hired as employees, but instead brought on as contractors. You can see that reflected in the UC Santa Cruz study numbers in Santa Clara County.\u003c/p>\n\u003cp style=\"font-weight: 400\">The study found that while African Americans and Latinos make up only 7% of full-time employees, they account for 26% of white-collar contractors and 56% of blue-collar contractors. So, as you go from the preferred full-time jobs down to white-collar contractors and finally blue-collar contractors, you see fewer and fewer white workers and more and more African Americans and Latinos.\u003c/p>\n\u003cp style=\"font-weight: 400\">The study also found that contractors more often depend on public services and are vulnerable to homelessness, too, said Chris Benner, a professor of environmental studies and sociology who co-authored the study published by UC Santa Cruz.\u003c/p>\n\u003cp>The contract worker previously employed at Salesforce and Juul said that as a Latina she has experienced tech’s racial gap.\u003c/p>\n\u003cp>“The only people that I see that look like me, they’re cleaning up,” she said. “They’re doing custodial services. They’re at the front desk greeting people. They aren’t actually in the office.” \u003c/p>\n\u003cp>[audio src=\"https://www.kqed.org/.stream/anon/radio/tcr/2019/04/HarnettTechContractor2.mp3\" title=\"A Tech Caste System\" program=\"KQED News\" image=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/05/951945140.jpg\"]\u003c/p>\n\u003cp>\u003cstrong>Contract Workers Increasingly Voice Their Concerns\u003c/strong>\u003c/p>\n\u003cp>It’s hard for contract workers to organize: They often aren’t at companies long enough to form bonds with other workers and push for changes to the system. They also fear they could lose their jobs by speaking out.\u003c/p>\n\u003cp>Even so, some tech contractors have taken a stand: In 1998, Microsoft contractors formed WashTech/CWA to fight for higher pay and benefits. And in 2016, labor organizers succeeded in getting a union for bus drivers at tech companies like Facebook and Apple.\u003c/p>\n\u003cp>[aside tag='silicon-valley' label='Coverage of the Silicon Valley']\u003c/p>\n\u003cp>Today, contractors are speaking out through groups like Silicon Valley Rising and the Tech Workers Coalition. They’ve helped organize protests and published open letters to tech CEOs demanding better treatment. Some of the workers we spoke with for this story contacted us through these organizing groups.\u003c/p>\n\u003cp>Under increasing pressure from workers, tech companies have been addressing the contracting model. \u003ca href=\"https://thehill.com/policy/technology/436939-google-will-require-healthcare-parental-leave-for-extended-workforce\">In response to a letter demanding equal treatment\u003c/a> for contractors signed by Google employees, the company said it will require staffing firms to provide health insurance, 12 hours of paid parental leave and at least $15 an hour. Staffing agencies must comply by 2022.\u003c/p>\n\u003cp>At least one of the workers interviewed for this story succeeded in getting a full-time job. She is at a small company, different from where she did contract work, and is relieved to have some stability.\u003c/p>\n\u003cp>She wants to use her role as an employee to advocate for contractors.\u003c/p>\n\u003cp>“I’m hoping to tell people at my new company how important it is to treat their contractors with respect. How important benefits and sick time is for these workers.” She said “it’s hard to imagine changing a big tech company,” but she hopes she can stick her foot in the door where she can and push for small changes.\u003c/p>\n\u003ch3>How Tech Companies are Responding\u003c/h3>\n\u003cp>KQED asked 10 tech companies about their response to concerns from contract workers. Apple, Palantir, Salesforce and Juul did not respond, while Oracle and Microsoft declined to comment.\u003c/p>\n\u003cp>Starting in 2015, Facebook required vendor partners to provide a minimum set of benefits to “their employees,” a spokesperson said in an email. That includes 15 paid days off, $4,000 for new parents and a guaranteed $15 an hour minimum wage.\u003c/p>\n\u003cp>“We feel strongly that agencies should provide fair compensation and benefits for all contractors,” a Twitter spokesperson said in a statement. A Cisco representative made a similar comment, too.\u003c/p>\n\u003cp>Amazon said contractors made up a small part — a single-digit percentage — of the company’s U.S. workforce. Also, unlike many other tech firms, Amazon encourages contractors to apply for full-time roles — with nearly 1-in-4 such workers hired for permanent jobs in 2018.\u003c/p>\n\u003cp>[ad floatright]\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Just because someone has a tech job in Silicon Valley, it doesn’t mean they are pulling in a high salary with loads of paid time off, piles of free food and private buses to shuttle them to and from work. Contract workers often don’t share in these perks, even if they’re doing white-collar jobs like developing software, analyzing data or running the servers these tech companies depend on.\u003c/p>\n\u003cp>“We’re right there looking through the glass at people having this sort of wondrous experience, given loads and loads of perks and benefits. But we don’t get any of it, even though we’re effectively doing the same work,” said one contract worker who did language processing at Google. Like all of the workers interviewed for this story, she asked to remain anonymous for fear of losing her job.\u003c/p>\n\u003cp>White-collar contractors often don’t work directly for tech companies but for third-party staffing firms. The workers typically earn less than their employee counterparts and have to pay for things like riding the shuttle — which is free for full-timers — to work. They may have limited access to the company campus, and aren’t invited to certain trips, parties and events.\u003c/p>\n\u003cp>“As a contractor you’re treated like you’re less than everyone else,” said a Latina who did contract work at both Salesforce and the e-cigarette company Juul.\u003c/p>\n\u003cp>The total number of contract workers in Silicon Valley is unknown. But experts, academics and labor advocates interviewed for this story estimated more than 100,000 white- and blue-collar contractors are working in tech, doing jobs ranging from janitorial work to programming.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch3>How and Why Silicon Valley Latched on to Contracting\u003c/h3>\n\u003cp>Since the late 1980s, companies nationwide have been switching their labor force over from employees to contractors. Contract workers are often cheaper than employees, they can be hired and fired more easily, and investors generally like to see lower employee headcounts. Silicon Valley has not only been part of this trend, but on the vanguard of it, said Chris Tilly, a UCLA professor who studies labor markets, inequality and public policy.\u003c/p>\n\u003cp>“Silicon Valley and the tech sector is definitely way out in front of most sectors when it comes to contracting,” Tilly said.\u003c/p>\n\u003cp>This is how it works in Silicon Valley: The companies go to a staffing firm with a bid and say, “Hey, we need X amount of workers for X price to do something like IT, build out a new division for, say, autonomous cars, or do our janitorial work,” said Pradeep Chauhan, who runs OnContracting — a rating and reviews website for workers to learn about conditions at different temp staffing agencies.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Chauhan said there are more than 1,000 staffing agencies in Silicon Valley. Some have more traditional names like “Mountain View Staffing” and “Palo Alto Staffing.” Others have gone the startup-type route with business names like Akraya. Many specialize in a particular kind of work like IT, security or transportation.\u003c/p>\n\u003cp>Tilly said in the investor-dependent, quick-pivot world of Silicon Valley, the advantages of the contractor model are even more valuable because it allows firms to quickly scale up and scale down projects with labor.\u003c/p>\n\u003cp>And, this model saves tech firms money in benefits, too, since it would cost a lot to give contractors the same generous packages used to attract high-skilled programmers and software developers, said Chauhan, who worked in staffing at Microsoft in the 1990s.\u003c/p>\n\u003cp>In older industries like auto manufacturing, unions guard against switching employees to contractors, but that’s not the case for new companies in Silicon Valley.\u003c/p>\n\u003cp>“These companies start out with a tabula rasa,” a blank slate, Tilly said.\u003c/p>\n\u003ch3>Stuck in Contracting for Years\u003c/h3>\n\u003cp>All of the temporary contract workers in this story hoped to move on or convert to employee status, but at most tech companies there is no direct path for them to do so. Companies like Google have policies that direct managers not to discuss the potential of converting to full-time work.\u003c/p>\n\u003cp>Part of the reason for this firm barrier between contractors and employees is legal protection from what are known as misclassification lawsuits. Chauhan said tech companies’ caution over misclassification issues started back at Microsoft.\u003c/p>\n\u003cp>In the early 1990s, Microsoft had hired lots of contractors to do everything from IT work to software development. Some of these workers got stuck in contracting roles for years and ended up filing a class-action lawsuit against Microsoft for how it was “permatemping” its workers. After almost a decade of battling the lawsuit, \u003ca href=\"https://www.computerworld.com/article/2589538/it-personnel-microsoft-to-pay-97-million-to-settle-permatemp-case.html\" target=\"_blank\" rel=\"noopener\">Microsoft settled for $97 million\u003c/a>.\u003c/p>\n\u003cp>“After Microsoft lost,” Chauhan said, “every contingent staffing department at every large company started setting up rules over how to best utilize contractors.”\u003c/p>\n\u003cp>Chauhan said that to avoid legal trouble, companies do two things: They require staffing agencies to offer some kind of benefit package to workers to make them feel like they’re employees of the agency, not the tech company. And the companies require short-term contracts, a year or 18 months at most, which means contractors never settle into a permanent job.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>This leaves contract workers who want full-time work in a tricky position, with some believing they can break through if they try hard enough. One worker at Google said he was working overtime, even though he wasn’t supposed to.\u003c/p>\n\u003cp>“I’ve found myself working secretly after hours, trying to avoid my manager if they’re around,” he said.\u003c/p>\n\u003cp>This worker grew up in the Bay Area and recently became a contract worker in tech. He is hoping to jump to full-time employment and build a career in the industry. But in his first months on the job, he is concerned he is not doing enough work in his contract role to move to full time and that he may be let go.\u003c/p>\n\u003cp>“You feel like a full-time employee and you feel like you’re going to be evaluated as a full-time employee,” he said. “But on the books and in your paycheck and your benefits — and some of the way you’re treated — you’re not a full-time employee.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Many white-collar contract workers see full-time employment as the only way to have a decent life in the Bay Area.\u003c/p>\n\u003cp>A worker at a major Silicon Valley tech company has been waiting to get a full-time job so he can bring his pregnant wife and their young child — both who live in another country — to the U.S.\u003c/p>\n\u003cp>But after more than four years working contract to contract at different companies, it doesn’t look like he will land a full-time job soon.\u003c/p>\n\u003cp>“I’m willing to work really hard to eventually have a path for conversion,” he said. “As long as that’s possible, I’m going to keep trying. There’s nothing else I can do, really.” \u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003ch3>‘A Two-Tiered Caste System’\u003c/h3>\n\u003cp>One worker interviewed for this story had previously been an adjunct professor at an Ivy League university. Adjuncts receive far less pay than full professors and have limited to no job security; tenured professor jobs are difficult to come by.\u003c/p>\n\u003cp>The worker left for a tech job, hoping to find the kind of steady career path that wasn’t available in academia. She couldn’t believe the similarities.\u003c/p>\n\u003cp>“I found myself in effectively the same situation,” she said, “It’s totally a two-tiered sort of caste system.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>A \u003ca href=\"https://news.ucsc.edu/2016/03/contract-worker-study.html\" target=\"_blank\" rel=\"noopener\">2016 study\u003c/a> of the contract workforce in Santa Clara County found deep racial and economic divides between contractors and full-time workers in the tech industry.\u003c/p>\n\u003cp style=\"font-weight: 400\">Latinos and African Americans are underrepresented in Silicon Valley and in the tech industry as a whole. Often when they do get jobs, they aren’t hired as employees, but instead brought on as contractors. You can see that reflected in the UC Santa Cruz study numbers in Santa Clara County.\u003c/p>\n\u003cp style=\"font-weight: 400\">The study found that while African Americans and Latinos make up only 7% of full-time employees, they account for 26% of white-collar contractors and 56% of blue-collar contractors. So, as you go from the preferred full-time jobs down to white-collar contractors and finally blue-collar contractors, you see fewer and fewer white workers and more and more African Americans and Latinos.\u003c/p>\n\u003cp style=\"font-weight: 400\">The study also found that contractors more often depend on public services and are vulnerable to homelessness, too, said Chris Benner, a professor of environmental studies and sociology who co-authored the study published by UC Santa Cruz.\u003c/p>\n\u003cp>The contract worker previously employed at Salesforce and Juul said that as a Latina she has experienced tech’s racial gap.\u003c/p>\n\u003cp>“The only people that I see that look like me, they’re cleaning up,” she said. “They’re doing custodial services. They’re at the front desk greeting people. They aren’t actually in the office.” \u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Today, contractors are speaking out through groups like Silicon Valley Rising and the Tech Workers Coalition. They’ve helped organize protests and published open letters to tech CEOs demanding better treatment. Some of the workers we spoke with for this story contacted us through these organizing groups.\u003c/p>\n\u003cp>Under increasing pressure from workers, tech companies have been addressing the contracting model. \u003ca href=\"https://thehill.com/policy/technology/436939-google-will-require-healthcare-parental-leave-for-extended-workforce\">In response to a letter demanding equal treatment\u003c/a> for contractors signed by Google employees, the company said it will require staffing firms to provide health insurance, 12 hours of paid parental leave and at least $15 an hour. Staffing agencies must comply by 2022.\u003c/p>\n\u003cp>At least one of the workers interviewed for this story succeeded in getting a full-time job. She is at a small company, different from where she did contract work, and is relieved to have some stability.\u003c/p>\n\u003cp>She wants to use her role as an employee to advocate for contractors.\u003c/p>\n\u003cp>“I’m hoping to tell people at my new company how important it is to treat their contractors with respect. How important benefits and sick time is for these workers.” She said “it’s hard to imagine changing a big tech company,” but she hopes she can stick her foot in the door where she can and push for small changes.\u003c/p>\n\u003ch3>How Tech Companies are Responding\u003c/h3>\n\u003cp>KQED asked 10 tech companies about their response to concerns from contract workers. Apple, Palantir, Salesforce and Juul did not respond, while Oracle and Microsoft declined to comment.\u003c/p>\n\u003cp>Starting in 2015, Facebook required vendor partners to provide a minimum set of benefits to “their employees,” a spokesperson said in an email. That includes 15 paid days off, $4,000 for new parents and a guaranteed $15 an hour minimum wage.\u003c/p>\n\u003cp>“We feel strongly that agencies should provide fair compensation and benefits for all contractors,” a Twitter spokesperson said in a statement. A Cisco representative made a similar comment, too.\u003c/p>\n\u003cp>Amazon said contractors made up a small part — a single-digit percentage — of the company’s U.S. workforce. Also, unlike many other tech firms, Amazon encourages contractors to apply for full-time roles — with nearly 1-in-4 such workers hired for permanent jobs in 2018.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cp>This fall, something unprecedented happened at Google: An estimated 20,000 workers at company campuses around the world walked out in protest.\u003c/p>\n\u003cp>The walkout was sparked by sexual harassment and golden parachutes given to executives, but the protesters’ concerns ranged from Google’s work with the U.S. military on drone technology to a lack of diversity at the company.\u003c/p>\n\u003cp>One issue they all had in common: power. Workers didn’t feel like Google gave them the power it promised when it hired them.\u003c/p>\n\u003cp>Companies like Google and Facebook have far more revenue than most corporations, which has helped them avoid traditional conflicts with labor over things like pay and benefits. And worker protests and organizing have never been a big part of Silicon Valley’s startup culture.\u003c/p>\n\u003cp>The idea was that these companies were supposed to be different — no stuffy bosses, no suits; instead, flat power structures and well-compensated employees who could focus on “making the world a better place.” But as the companies have grown into large multinational corporations, they now have increasingly dissatisfied workforces.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>At the Google walkout, Celie O’Neil-Hart demanded a number of things, including that the company put an employee on its board. “When we put our Noogler hats on,” Hart told the crowd, “you told us to have an owner’s mindset. You told us, ‘You aren’t just employees. You are owners.’ Well, the owners say time is up!”\u003c/p>\n\u003cp>Noogler hats are given to Google employees when they are first hired. They’re multicolored caps with little propellers. The hats embody the startup vibe of Google’s past. But today the company has over 85,000 full-time employees, and it’s close to joining Amazon and Apple as America’s only trillion-dollar corporations.\u003c/p>\n\u003cp>\u003ca href=\"https://www.kqed.org/news/11681049/the-latest-tech-disruption-labor-organizing\">Organizing in Silicon Valley\u003c/a> didn’t start with relatively well-paid tech employees, but instead with the industry’s shadow workforce — independent contractors. And there are tens of thousands of them. At Google they reportedly make up half the staff, doing everything from cooking to coding, but they don’t get high salaries or perks like free lunches and child care.\u003c/p>\n\u003cp>In 2015, contractors began organizing under a group called Silicon Valley Rising. They have achieved some things, like higher pay and unions for some bus drivers.\u003c/p>\n\u003cp>But it wasn’t until Donald Trump’s election in 2016 that full-time tech employees began organizing in earnest. A group called the \u003ca href=\"https://www.kqed.org/news/11679302/in-a-direct-challenge-to-their-employers-tech-workers-begin-to-organize\">Tech Workers Coalition emerged\u003c/a> to complement Silicon Valley Rising. It has workers of all types, from contractors to full-time programmers.\u003c/p>\n\u003cp>“One of the first things I noticed when I came to the Bay Area and started working in the tech industry was the blatant discrimination and basically a class system,” said Google employee Stephanie Parker. “How people were treated along the same old lines of race, class and gender that you see in any other industry — and even more stratified here.”\u003c/p>\n\u003cp>As a woman of color working in the tech industry, Parker said she has often felt alone.\u003c/p>\n\u003cp>“My story of feeling isolated and that no one else understands, of feeling that my co-workers just want to focus on building tools and building apps and are not worried about these larger issues — that story is present in so many tech workplaces.”\u003c/p>\n\u003cp>Over the last year, workers at different tech firms have protested openly. At Microsoft, they spoke out against the company’s work with Immigration and Customs Enforcement. At Amazon, they criticized the company for providing facial recognition software to police departments. And at Salesforce, they held a rally against the company’s work with Customs and Border Protection.\u003c/p>\n\u003cp>Tech executives like CEO Sundar Pichai of Google are trying to placate workers. He spoke with The New York Times about the \u003ca href=\"https://www.kqed.org/news/11702872/google-employees-begin-global-walkout-to-protest-companys-treatment-of-women\">Google walkout\u003c/a>, which the company eventually supported publicly.\u003c/p>\n\u003cp>“Moments like this show that we didn’t always get it right,” Pichai said. “We are committed to doing better and we’re listening to employees, which is part of why I think today is important.”\u003c/p>\n\u003cp>Some workers say they are scared of speaking up. Silicon Valley companies make them sign nondisclosure agreements and discourage them from talking to the press. At a recent protest, one worker active in the Tech Workers Coalition was afraid to give his name for fear of losing his job.\u003c/p>\n\u003cp>“As we start to grow and as we get stronger,” he said, “it will be easier for people to stand up and to be more public about this. For the time being, we have to carve out a way to take action that still protects us.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>He hopes the organizing is a signal to other tech workers: You aren’t alone. And he says if enough of them come together, maybe they can create workplaces that look a little more like the Silicon Valley they imagined.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>This fall, something unprecedented happened at Google: An estimated 20,000 workers at company campuses around the world walked out in protest.\u003c/p>\n\u003cp>The walkout was sparked by sexual harassment and golden parachutes given to executives, but the protesters’ concerns ranged from Google’s work with the U.S. military on drone technology to a lack of diversity at the company.\u003c/p>\n\u003cp>One issue they all had in common: power. Workers didn’t feel like Google gave them the power it promised when it hired them.\u003c/p>\n\u003cp>Companies like Google and Facebook have far more revenue than most corporations, which has helped them avoid traditional conflicts with labor over things like pay and benefits. And worker protests and organizing have never been a big part of Silicon Valley’s startup culture.\u003c/p>\n\u003cp>The idea was that these companies were supposed to be different — no stuffy bosses, no suits; instead, flat power structures and well-compensated employees who could focus on “making the world a better place.” But as the companies have grown into large multinational corporations, they now have increasingly dissatisfied workforces.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>At the Google walkout, Celie O’Neil-Hart demanded a number of things, including that the company put an employee on its board. “When we put our Noogler hats on,” Hart told the crowd, “you told us to have an owner’s mindset. You told us, ‘You aren’t just employees. You are owners.’ Well, the owners say time is up!”\u003c/p>\n\u003cp>Noogler hats are given to Google employees when they are first hired. They’re multicolored caps with little propellers. The hats embody the startup vibe of Google’s past. But today the company has over 85,000 full-time employees, and it’s close to joining Amazon and Apple as America’s only trillion-dollar corporations.\u003c/p>\n\u003cp>\u003ca href=\"https://www.kqed.org/news/11681049/the-latest-tech-disruption-labor-organizing\">Organizing in Silicon Valley\u003c/a> didn’t start with relatively well-paid tech employees, but instead with the industry’s shadow workforce — independent contractors. And there are tens of thousands of them. At Google they reportedly make up half the staff, doing everything from cooking to coding, but they don’t get high salaries or perks like free lunches and child care.\u003c/p>\n\u003cp>In 2015, contractors began organizing under a group called Silicon Valley Rising. They have achieved some things, like higher pay and unions for some bus drivers.\u003c/p>\n\u003cp>But it wasn’t until Donald Trump’s election in 2016 that full-time tech employees began organizing in earnest. A group called the \u003ca href=\"https://www.kqed.org/news/11679302/in-a-direct-challenge-to-their-employers-tech-workers-begin-to-organize\">Tech Workers Coalition emerged\u003c/a> to complement Silicon Valley Rising. It has workers of all types, from contractors to full-time programmers.\u003c/p>\n\u003cp>“One of the first things I noticed when I came to the Bay Area and started working in the tech industry was the blatant discrimination and basically a class system,” said Google employee Stephanie Parker. “How people were treated along the same old lines of race, class and gender that you see in any other industry — and even more stratified here.”\u003c/p>\n\u003cp>As a woman of color working in the tech industry, Parker said she has often felt alone.\u003c/p>\n\u003cp>“My story of feeling isolated and that no one else understands, of feeling that my co-workers just want to focus on building tools and building apps and are not worried about these larger issues — that story is present in so many tech workplaces.”\u003c/p>\n\u003cp>Over the last year, workers at different tech firms have protested openly. At Microsoft, they spoke out against the company’s work with Immigration and Customs Enforcement. At Amazon, they criticized the company for providing facial recognition software to police departments. And at Salesforce, they held a rally against the company’s work with Customs and Border Protection.\u003c/p>\n\u003cp>Tech executives like CEO Sundar Pichai of Google are trying to placate workers. He spoke with The New York Times about the \u003ca href=\"https://www.kqed.org/news/11702872/google-employees-begin-global-walkout-to-protest-companys-treatment-of-women\">Google walkout\u003c/a>, which the company eventually supported publicly.\u003c/p>\n\u003cp>“Moments like this show that we didn’t always get it right,” Pichai said. “We are committed to doing better and we’re listening to employees, which is part of why I think today is important.”\u003c/p>\n\u003cp>Some workers say they are scared of speaking up. Silicon Valley companies make them sign nondisclosure agreements and discourage them from talking to the press. At a recent protest, one worker active in the Tech Workers Coalition was afraid to give his name for fear of losing his job.\u003c/p>\n\u003cp>“As we start to grow and as we get stronger,” he said, “it will be easier for people to stand up and to be more public about this. For the time being, we have to carve out a way to take action that still protects us.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>He hopes the organizing is a signal to other tech workers: You aren’t alone. And he says if enough of them come together, maybe they can create workplaces that look a little more like the Silicon Valley they imagined.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cem>This story was updated 11/1/18 at 10:45 a.m.\u003c/em>\u003c/p>\n\u003cp>The chief executive of Marriott International issued a blistering critique of the union representing thousands of workers who’ve been striking at seven of the chain’s hotels in San Francisco for close to a month, in a letter sent to a city supervisor on Wednesday.\u003c/p>\n\u003cp>Marriott CEO Arne Sorenson rejected an invitation from Supervisor Hillary Ronen to attend a Board of Supervisors meeting aimed at resolving the company’s ongoing dispute with Unite Here Local 2, and claimed the union was more interested in coordinating a national labor action instead of settling local contract issues at the bargaining table.\u003c/p>\n\u003cp>“The union has attempted to portray Marriott as a company that has both disregarded its bargaining obligations and denied its employees fair wages and benefits,” Sorenson wrote in a letter obtained by KQED. “That could not be further from the truth.”\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>On Oct. 4, more than 2,000 housekeepers, kitchen workers, bartenders, bellmen and others represented by Local 2 \u003ca href=\"https://www.kqed.org/news/11696561/marriott-hotel-workers-in-san-francisco-walk-off-the-job\" target=\"_blank\" rel=\"noopener\">walked off the job\u003c/a> at the Courtyard Marriott Downtown, the Marriott Marquis, the Marriott Union Square, the Palace Hotel, the St. Regis, the W and the Westin St. Francis.\u003c/p>\n\u003cp>Similar strikes, involving other Unite Here local unions, have been taking place in Oakland, San Jose and other several cities around the country.\u003c/p>\n\u003cp>The workers, who have been pushing for higher wages and better job protections, have not only been picketing outside of local hotels, but have also held marches and protests, in some cases leading to arrests.\u003c/p>\n\u003cp>Until now, Marriott has not spoken out extensively about the labor dispute.\u003c/p>\n\u003cp>“Although we have generally stayed silent, opting not to negotiate with Unite Here Local 2 in the press or on social media, please don’t interpret this silence as confirmation of the union’s claims,” Sorenson said.\u003c/p>\n\u003cfigure id=\"attachment_11702827\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11702827\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/10/ArneS-800x534.jpg\" alt=\"Arne Sorenson, President and CEO Marriott International, pictured in 2016.\" width=\"800\" height=\"534\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-1020x681.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-1200x801.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-1180x787.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-960x641.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-240x160.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-375x250.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-520x347.jpg 520w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Arne Sorenson, President and CEO Marriott International, pictured in 2016. \u003ccite>(BRENDAN SMIALOWSKI/AFP/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>His letter is in response to Ronen’s invitation for the Marriott CEO to speak before a special board meeting set for Friday to discuss the strike.\u003c/p>\n\u003cp>“The hotel industry is a cornerstone of our economy,” Ronen wrote to Sorenson last week. “As head of the largest employer in San Francisco’s hotel industry, you play a critical role in all of this,” Ronen wrote.\u003c/p>\n\u003cp>On Wednesday, shortly after Sorenson rejected the invitation, Ronen did not mince words.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11698707/san-francisco-mayor-jumps-into-marriott-hotel-labor-dispute\">S.F. Mayor Breed Meets With Union, Expresses Support for Striking Hotel Workers\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11698707/san-francisco-mayor-jumps-into-marriott-hotel-labor-dispute\">\u003cimg decoding=\"async\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/10/Breed-1200x773.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>“I’m very disappointed that the CEO of a company that makes so much money by operating in San Francisco and who could settle this strike today, won’t take the time to attend this important hearing,” Ronen said in a text to KQED.\u003c/p>\n\u003cp>“It sends the message that our city is just one more profit center, rather than a home for thousands of workers who are struggling every day,” she said.\u003c/p>\n\u003cp>An aide to Ronen’s office says her office expects nearly a thousand rank and file workers to show up at Friday’s hearing.\u003c/p>\n\u003cp>Ronen, several other supervisors and \u003ca href=\"https://www.kqed.org/news/11698707/san-francisco-mayor-jumps-into-marriott-hotel-labor-dispute\" target=\"_blank\" rel=\"noopener\">Mayor London Breed\u003c/a>, as well as the city’s labor community, have all showed support for the striking employees.\u003c/p>\n\u003cp>The city’s travel and hotel industry have stayed, for the most part, silent on developments in the labor dispute.\u003c/p>\n\u003cp>Not only does the letter represent Sorenson’s first public comments about the San Francisco strike, it signaled a more aggressive tone from the company.\u003c/p>\n\u003cp>“We hoped to reach an agreement months ago. Unfortunately, the union seemed more interested in participating in a long planned, multi-city, 23-hotel strike against Marriott than they were in engaging in any meaningful negotiations,” Sorenson said.\u003c/p>\n\u003cp>“The strike that has encompassed eight cities, including San Francisco, was not the result of a bargaining impasse in any city, but rather, it seems, part of the union’s bargaining strategy from the outset,” he said.\u003c/p>\n\u003cp>Sorenson says the company’s employees are well-compensated, receiving strong wages, medical coverage and a pension fund, among other benefits.\u003c/p>\n\u003cp>Union officials declined to comment on Sorenson’s letter.\u003c/p>\n\u003cp>“Supervisor Ronen’s response says it all,” said Unite Here press secretary Rachel Gumpert.\u003c/p>\n\u003cp>In the past, union leaders have said the strike \u003ca href=\"https://www.kqed.org/news/11698130/san-francisco-marriott-hotel-strike-far-from-resolution\" target=\"_blank\" rel=\"noopener\">would not end\u003c/a> until the workers it represents don’t need to work several jobs just to make ends meet.\u003c/p>\n\u003cp>\u003c/p>\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cem>This story was updated 11/1/18 at 10:45 a.m.\u003c/em>\u003c/p>\n\u003cp>The chief executive of Marriott International issued a blistering critique of the union representing thousands of workers who’ve been striking at seven of the chain’s hotels in San Francisco for close to a month, in a letter sent to a city supervisor on Wednesday.\u003c/p>\n\u003cp>Marriott CEO Arne Sorenson rejected an invitation from Supervisor Hillary Ronen to attend a Board of Supervisors meeting aimed at resolving the company’s ongoing dispute with Unite Here Local 2, and claimed the union was more interested in coordinating a national labor action instead of settling local contract issues at the bargaining table.\u003c/p>\n\u003cp>“The union has attempted to portray Marriott as a company that has both disregarded its bargaining obligations and denied its employees fair wages and benefits,” Sorenson wrote in a letter obtained by KQED. “That could not be further from the truth.”\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>On Oct. 4, more than 2,000 housekeepers, kitchen workers, bartenders, bellmen and others represented by Local 2 \u003ca href=\"https://www.kqed.org/news/11696561/marriott-hotel-workers-in-san-francisco-walk-off-the-job\" target=\"_blank\" rel=\"noopener\">walked off the job\u003c/a> at the Courtyard Marriott Downtown, the Marriott Marquis, the Marriott Union Square, the Palace Hotel, the St. Regis, the W and the Westin St. Francis.\u003c/p>\n\u003cp>Similar strikes, involving other Unite Here local unions, have been taking place in Oakland, San Jose and other several cities around the country.\u003c/p>\n\u003cp>The workers, who have been pushing for higher wages and better job protections, have not only been picketing outside of local hotels, but have also held marches and protests, in some cases leading to arrests.\u003c/p>\n\u003cp>Until now, Marriott has not spoken out extensively about the labor dispute.\u003c/p>\n\u003cp>“Although we have generally stayed silent, opting not to negotiate with Unite Here Local 2 in the press or on social media, please don’t interpret this silence as confirmation of the union’s claims,” Sorenson said.\u003c/p>\n\u003cfigure id=\"attachment_11702827\" class=\"wp-caption aligncenter\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11702827\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/10/ArneS-800x534.jpg\" alt=\"Arne Sorenson, President and CEO Marriott International, pictured in 2016.\" width=\"800\" height=\"534\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-800x534.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-160x107.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-1020x681.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-1200x801.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-1180x787.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-960x641.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-240x160.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-375x250.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/10/ArneS-520x347.jpg 520w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Arne Sorenson, President and CEO Marriott International, pictured in 2016. \u003ccite>(BRENDAN SMIALOWSKI/AFP/Getty Images)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>His letter is in response to Ronen’s invitation for the Marriott CEO to speak before a special board meeting set for Friday to discuss the strike.\u003c/p>\n\u003cp>“The hotel industry is a cornerstone of our economy,” Ronen wrote to Sorenson last week. “As head of the largest employer in San Francisco’s hotel industry, you play a critical role in all of this,” Ronen wrote.\u003c/p>\n\u003cp>On Wednesday, shortly after Sorenson rejected the invitation, Ronen did not mince words.\u003c/p>\n\u003caside class=\"alignright\">\n\u003ch3>\u003ca href=\"https://www.kqed.org/news/11698707/san-francisco-mayor-jumps-into-marriott-hotel-labor-dispute\">S.F. Mayor Breed Meets With Union, Expresses Support for Striking Hotel Workers\u003c/a>\u003c/h3>\n\u003cfigure>\u003ca href=\"https://www.kqed.org/news/11698707/san-francisco-mayor-jumps-into-marriott-hotel-labor-dispute\">\u003cimg decoding=\"async\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/10/Breed-1200x773.jpg\" alt=\"\">\u003c/a>\u003c/figure>\n\u003c/aside>\n\u003cp>“I’m very disappointed that the CEO of a company that makes so much money by operating in San Francisco and who could settle this strike today, won’t take the time to attend this important hearing,” Ronen said in a text to KQED.\u003c/p>\n\u003cp>“It sends the message that our city is just one more profit center, rather than a home for thousands of workers who are struggling every day,” she said.\u003c/p>\n\u003cp>An aide to Ronen’s office says her office expects nearly a thousand rank and file workers to show up at Friday’s hearing.\u003c/p>\n\u003cp>Ronen, several other supervisors and \u003ca href=\"https://www.kqed.org/news/11698707/san-francisco-mayor-jumps-into-marriott-hotel-labor-dispute\" target=\"_blank\" rel=\"noopener\">Mayor London Breed\u003c/a>, as well as the city’s labor community, have all showed support for the striking employees.\u003c/p>\n\u003cp>The city’s travel and hotel industry have stayed, for the most part, silent on developments in the labor dispute.\u003c/p>\n\u003cp>Not only does the letter represent Sorenson’s first public comments about the San Francisco strike, it signaled a more aggressive tone from the company.\u003c/p>\n\u003cp>“We hoped to reach an agreement months ago. Unfortunately, the union seemed more interested in participating in a long planned, multi-city, 23-hotel strike against Marriott than they were in engaging in any meaningful negotiations,” Sorenson said.\u003c/p>\n\u003cp>“The strike that has encompassed eight cities, including San Francisco, was not the result of a bargaining impasse in any city, but rather, it seems, part of the union’s bargaining strategy from the outset,” he said.\u003c/p>\n\u003cp>Sorenson says the company’s employees are well-compensated, receiving strong wages, medical coverage and a pension fund, among other benefits.\u003c/p>\n\u003cp>Union officials declined to comment on Sorenson’s letter.\u003c/p>\n\u003cp>“Supervisor Ronen’s response says it all,” said Unite Here press secretary Rachel Gumpert.\u003c/p>\n\u003cp>In the past, union leaders have said the strike \u003ca href=\"https://www.kqed.org/news/11698130/san-francisco-marriott-hotel-strike-far-from-resolution\" target=\"_blank\" rel=\"noopener\">would not end\u003c/a> until the workers it represents don’t need to work several jobs just to make ends meet.\u003c/p>\n\u003cp>\u003c/p>\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Facebook has released its fifth annual diversity report.\u003c/p>\n\u003cp>The upshot? Since 2014, there have been slight gains in the number of women in technical roles, up from 15 to 22 percent. During the same time period, the number of women in leadership roles has grown from 23 to 30 percent. Facebook also reports that within the last five years, the company has nearly doubled the number of women graduates hired in software engineering, from 16 to 30 percent.\u003c/p>\n\u003cp>However, when it comes to recruiting black and Hispanic talent in technical roles and leadership, Facebook remains flat.\u003c/p>\n\u003cp>“It’s a question of exposure and it’s a question of training. We know there is no deficit in ability,” says Maxine Williams, head of global diversity for Facebook.\u003c/p>\n\u003cfigure id=\"attachment_11679943\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11679943\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-800x599.jpg\" alt=\"Tonya Mosley of KQED, left, chats with Maxine Williams, head of global diversity at Facebook. The company's 2018 Diversity Report shows gains for women, but the workforce is still very white.\" width=\"800\" height=\"599\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-800x599.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-160x120.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-1020x764.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-1200x899.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-1920x1438.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-1180x884.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-960x719.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-240x180.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-375x281.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-520x389.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Tonya Mosley of KQED, left, chats with Maxine Williams, head of global diversity at Facebook. The company’s 2018 Diversity Report shows gains for women, but the workforce is still very white. \u003ccite>(Anthony Harrison)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Williams says many colleges and universities, particularly historically black colleges, focus heavily on aspects of computer engineering that are not priorities for the company.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>“What we look for are people who are very good in two specific subjects: data structures and algorithms,” says Williams. “I’ve been to many schools where they’re graduating 100 percent of people in their STEM subjects or even in computer science, but they they’re not teaching those subjects.”\u003c/p>\n\u003cp>Williams says Facebook has created several initiatives to combat this problem, including working with computer science professors as well as sending Facebook engineers to teach at historically black schools and historically Hispanic schools.\u003c/p>\n\u003cp>But critics like civil rights leader Jesse Jackson believe that what companies like Facebook need to do is change its diversity metrics.\u003c/p>\n\u003cp>“It’s time to take stock of what has been done; what has worked and what hasn’t,” wrote Jackson in a letter obtained by \u003ca href=\"https://www.usatoday.com/story/tech/2018/04/02/jesse-jackson-apple-amazon-facebook-google-redouble-diversity-efforts/474543002/\">USA Today\u003c/a> in April.\u003c/p>\n\u003cp>“Companies must set specific, quantifiable diversity and inclusion goals, targets and timetables. Without them, the ability to measure and be accountable for progress will be difficult,” Jackson wrote in the letter, which was addressed to Facebook, Amazon, Google and Apple.\u003c/p>\n\u003cp>Williams says Facebook is trying different ways to bring in and retain minority employees. One approach it’s using is making certain the company interviews candidates from diverse backgrounds for every opening.\u003c/p>\n\u003cp>“When you do something like that it creates a whole different muscle in your organization, where this becomes embedded as part of what we do.”\u003c/p>\n\u003cp>Williams says there is no magic number when it comes to determining if Facebook is diverse enough.\u003c/p>\n\u003cp>“We still have more work to do. We are so far away from the world’s representation — 87 percent or so of the people who use Facebook are not in North America,” Williams says. “Think about what the world looks like. It is such an incredibly diverse space. But what we have a responsibility to be is more diverse, more perspectives, more people who can reflect that diversity in the world.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Click \u003ca href=\"https://www.facebook.com/careers/diversity-report\">here \u003c/a>for a full look at Facebook’s 2018 Diversity Report.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Facebook has released its fifth annual diversity report.\u003c/p>\n\u003cp>The upshot? Since 2014, there have been slight gains in the number of women in technical roles, up from 15 to 22 percent. During the same time period, the number of women in leadership roles has grown from 23 to 30 percent. Facebook also reports that within the last five years, the company has nearly doubled the number of women graduates hired in software engineering, from 16 to 30 percent.\u003c/p>\n\u003cp>However, when it comes to recruiting black and Hispanic talent in technical roles and leadership, Facebook remains flat.\u003c/p>\n\u003cp>“It’s a question of exposure and it’s a question of training. We know there is no deficit in ability,” says Maxine Williams, head of global diversity for Facebook.\u003c/p>\n\u003cfigure id=\"attachment_11679943\" class=\"wp-caption alignnone\" style=\"max-width: 800px\">\u003cimg loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-11679943\" src=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-800x599.jpg\" alt=\"Tonya Mosley of KQED, left, chats with Maxine Williams, head of global diversity at Facebook. The company's 2018 Diversity Report shows gains for women, but the workforce is still very white.\" width=\"800\" height=\"599\" srcset=\"https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-800x599.jpg 800w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-160x120.jpg 160w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-1020x764.jpg 1020w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-1200x899.jpg 1200w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-1920x1438.jpg 1920w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-1180x884.jpg 1180w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-960x719.jpg 960w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-240x180.jpg 240w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-375x281.jpg 375w, https://cdn.kqed.org/wp-content/uploads/sites/10/2018/07/FullSizeRender-2-520x389.jpg 520w\" sizes=\"(max-width: 800px) 100vw, 800px\">\u003cfigcaption class=\"wp-caption-text\">Tonya Mosley of KQED, left, chats with Maxine Williams, head of global diversity at Facebook. The company’s 2018 Diversity Report shows gains for women, but the workforce is still very white. \u003ccite>(Anthony Harrison)\u003c/cite>\u003c/figcaption>\u003c/figure>\n\u003cp>Williams says many colleges and universities, particularly historically black colleges, focus heavily on aspects of computer engineering that are not priorities for the company.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>“What we look for are people who are very good in two specific subjects: data structures and algorithms,” says Williams. “I’ve been to many schools where they’re graduating 100 percent of people in their STEM subjects or even in computer science, but they they’re not teaching those subjects.”\u003c/p>\n\u003cp>Williams says Facebook has created several initiatives to combat this problem, including working with computer science professors as well as sending Facebook engineers to teach at historically black schools and historically Hispanic schools.\u003c/p>\n\u003cp>But critics like civil rights leader Jesse Jackson believe that what companies like Facebook need to do is change its diversity metrics.\u003c/p>\n\u003cp>“It’s time to take stock of what has been done; what has worked and what hasn’t,” wrote Jackson in a letter obtained by \u003ca href=\"https://www.usatoday.com/story/tech/2018/04/02/jesse-jackson-apple-amazon-facebook-google-redouble-diversity-efforts/474543002/\">USA Today\u003c/a> in April.\u003c/p>\n\u003cp>“Companies must set specific, quantifiable diversity and inclusion goals, targets and timetables. Without them, the ability to measure and be accountable for progress will be difficult,” Jackson wrote in the letter, which was addressed to Facebook, Amazon, Google and Apple.\u003c/p>\n\u003cp>Williams says Facebook is trying different ways to bring in and retain minority employees. One approach it’s using is making certain the company interviews candidates from diverse backgrounds for every opening.\u003c/p>\n\u003cp>“When you do something like that it creates a whole different muscle in your organization, where this becomes embedded as part of what we do.”\u003c/p>\n\u003cp>Williams says there is no magic number when it comes to determining if Facebook is diverse enough.\u003c/p>\n\u003cp>“We still have more work to do. We are so far away from the world’s representation — 87 percent or so of the people who use Facebook are not in North America,” Williams says. “Think about what the world looks like. It is such an incredibly diverse space. But what we have a responsibility to be is more diverse, more perspectives, more people who can reflect that diversity in the world.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Click \u003ca href=\"https://www.facebook.com/careers/diversity-report\">here \u003c/a>for a full look at Facebook’s 2018 Diversity Report.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>\u003cspan style=\"font-weight: 400\">Ever since Dwayne Ealy was a kid, he really wanted to work for \u003ca href=\"https://healthy.kaiserpermanente.org/\" target=\"_blank\" rel=\"noopener\">Kaiser Permanente\u003c/a>. \u003c/span>\u003c/p>\n\u003cp>\"I grew up right here by Kaiser Oakland, in this neighborhood, so I’d walk by Kaiser every day,\" he said while rallying outside Kaiser's \u003ca href=\"https://healthy.kaiserpermanente.org/northern-california/facilities/Oakland-Medical-Center-100344\" target=\"_blank\" rel=\"noopener\">Oakland Medical Center\u003c/a>. \"I went to Oakland Technical High School, it’s right down the street. I wanted to work at Kaiser a long time.\"\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">After burning out on his first career as a youth counselor, Ealy finally did get a Kaiser job, as an Integrated Courier at a distribution center in Livermore. He delivers medications to Kaiser Permanente hospitals and pharmacies.\u003c/span>\u003c/p>\n\u003cp>\"It’s a good job, and I can do things for my family, and be successful in my community,\" Ealy said. \"People are happy to work for Kaiser.\"\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Ealy's enjoyed the work so much that he's been at Kaiser Permanente for 13 years, his longest stint with any one employer. Since the fall, however, Ealy senses his position is on shaky ground. His fears that his work will be outsourced led him to this protest outside the hospital two weeks ago. \u003c/span>\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Union workers employed by Kaiser Permanente are staging a series of protests across California. They say the health care provider is thriving financially, but still plans to outsource some jobs, and cut wages for some new hires.\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Ealy joined more than a hundred other employees who chanted and marched. Some dressed in hospital scrubs, others in street clothes, and many in the deep purple color associated with their union, Service Employees International Union - United Healthcare Workers West (SEIU-UHW). They chanted \"Who's got the power? We got the power! What kind of power? Union power!\" The rally was one of 32 demonstrations that SEIU-UHW is organizing around California between Feb. 14 - Mar. 9. \u003c/span>\u003c/p>\n\u003cp>SEIU-UHW\u003cspan style=\"font-weight: 400\"> represents roughly 55,000 positions at Kaiser facilities across the state, including medical assistants, housekeeping aides, and pharmacy clerks. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The union's contract with the health care provider expires in September, and union representatives say Kaiser is considering 20 percent wage cuts for new hires in the Central Valley, and ten percent cuts in the Sacramento area. The union points out that in 2017 Kaiser made $3.8 billion, after expenses. \u003c/span>\u003c/p>\n\u003cp>\"We work hard for Kaiser, Kaiser you’re making a lot of money,\" Ealy said. \"Don’t be unfair to us.\"\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Kaiser plans to hire an outside company to take over storage and distribution of pharmaceuticals in Oakland, and representatives say they fear the loss of 55 jobs there. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">But John Nelson, Vice President of Communications at Kaiser Permanente, wrote in a statement that \"The exact number of positions affected by this decision has not yet been determined.\" \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">He called the union's claims \"premature\" and potentially wrong. Nelson also wrote that when there are job changes, Kaiser works to \"reassign and retain our employees first.\"\u003c/span>\u003c/p>\n\u003cp>Union members say they have information that more than 700 other jobs around the state are threatened too, including positions at call centers in Southern California, and warehouse jobs like Ealy’s in Livermore.\u003c/p>\n\u003cp>Nelson stated that Kaiser will not be laying off 700 call center workers, but will \"improve our call center agents' ability to manage member calls and schedule appointments across Southern California.\" He added that the health care provider will make \"additional improvements and changes in the future,\" but will communicate those ahead of time.\u003c/p>\n\u003cp>Nelson also wrote that the union's claims about outsourcing of jobs in the Livermore distribution center are wrong.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Contract negotiations between SEIU-UHW and Kaiser Permanente begin at the end of March, ahead of the current contract's expiration in September. \u003c/span>\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cspan style=\"font-weight: 400\">Ever since Dwayne Ealy was a kid, he really wanted to work for \u003ca href=\"https://healthy.kaiserpermanente.org/\" target=\"_blank\" rel=\"noopener\">Kaiser Permanente\u003c/a>. \u003c/span>\u003c/p>\n\u003cp>\"I grew up right here by Kaiser Oakland, in this neighborhood, so I’d walk by Kaiser every day,\" he said while rallying outside Kaiser's \u003ca href=\"https://healthy.kaiserpermanente.org/northern-california/facilities/Oakland-Medical-Center-100344\" target=\"_blank\" rel=\"noopener\">Oakland Medical Center\u003c/a>. \"I went to Oakland Technical High School, it’s right down the street. I wanted to work at Kaiser a long time.\"\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">After burning out on his first career as a youth counselor, Ealy finally did get a Kaiser job, as an Integrated Courier at a distribution center in Livermore. He delivers medications to Kaiser Permanente hospitals and pharmacies.\u003c/span>\u003c/p>\n\u003cp>\"It’s a good job, and I can do things for my family, and be successful in my community,\" Ealy said. \"People are happy to work for Kaiser.\"\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Ealy's enjoyed the work so much that he's been at Kaiser Permanente for 13 years, his longest stint with any one employer. Since the fall, however, Ealy senses his position is on shaky ground. His fears that his work will be outsourced led him to this protest outside the hospital two weeks ago. \u003c/span>\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Union workers employed by Kaiser Permanente are staging a series of protests across California. They say the health care provider is thriving financially, but still plans to outsource some jobs, and cut wages for some new hires.\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Ealy joined more than a hundred other employees who chanted and marched. Some dressed in hospital scrubs, others in street clothes, and many in the deep purple color associated with their union, Service Employees International Union - United Healthcare Workers West (SEIU-UHW). They chanted \"Who's got the power? We got the power! What kind of power? Union power!\" The rally was one of 32 demonstrations that SEIU-UHW is organizing around California between Feb. 14 - Mar. 9. \u003c/span>\u003c/p>\n\u003cp>SEIU-UHW\u003cspan style=\"font-weight: 400\"> represents roughly 55,000 positions at Kaiser facilities across the state, including medical assistants, housekeeping aides, and pharmacy clerks. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">The union's contract with the health care provider expires in September, and union representatives say Kaiser is considering 20 percent wage cuts for new hires in the Central Valley, and ten percent cuts in the Sacramento area. The union points out that in 2017 Kaiser made $3.8 billion, after expenses. \u003c/span>\u003c/p>\n\u003cp>\"We work hard for Kaiser, Kaiser you’re making a lot of money,\" Ealy said. \"Don’t be unfair to us.\"\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Kaiser plans to hire an outside company to take over storage and distribution of pharmaceuticals in Oakland, and representatives say they fear the loss of 55 jobs there. \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">But John Nelson, Vice President of Communications at Kaiser Permanente, wrote in a statement that \"The exact number of positions affected by this decision has not yet been determined.\" \u003c/span>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">He called the union's claims \"premature\" and potentially wrong. Nelson also wrote that when there are job changes, Kaiser works to \"reassign and retain our employees first.\"\u003c/span>\u003c/p>\n\u003cp>Union members say they have information that more than 700 other jobs around the state are threatened too, including positions at call centers in Southern California, and warehouse jobs like Ealy’s in Livermore.\u003c/p>\n\u003cp>Nelson stated that Kaiser will not be laying off 700 call center workers, but will \"improve our call center agents' ability to manage member calls and schedule appointments across Southern California.\" He added that the health care provider will make \"additional improvements and changes in the future,\" but will communicate those ahead of time.\u003c/p>\n\u003cp>Nelson also wrote that the union's claims about outsourcing of jobs in the Livermore distribution center are wrong.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003cspan style=\"font-weight: 400\">Contract negotiations between SEIU-UHW and Kaiser Permanente begin at the end of March, ahead of the current contract's expiration in September. \u003c/span>\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>East Palo Alto resident Christopher Boyd, 54, has a lot of job experience. His resume lists expertise in enterprise architecture and artificial intelligence — but for the last five years, he hasn’t been able to land a job.\u003c/p>\n\u003cp>“I find as a highly experienced person that is over the millennial age, my resume can’t even get past the screening process.”\u003c/p>\n\u003cp>Boyd estimates he has filled out thousands of online applications for tech jobs. As a resident of East Palo Alto, it feels demoralizing, he says, to drive by big tech campuses day after day.\u003c/p>\n\u003cp>“It’s more than frustrating. It has a significant toll on people. They begin to feel depressed, they begin to feel outdated.”\u003c/p>\n\u003cp>As Facebook is poised to expand its headquarters, the social media giant has begun asking residents like Boyd how the company could be a better neighbor. In addition to more affordable housing and less traffic, residents say they want a more transparent way to apply for jobs — and Facebook says it’s now doing something about that.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Under a new portal on the Facebook Jobs website called \u003ca href=\"https://pages.beamery.com/facebook/page/communities\">Access\u003c/a>, residents from East Palo Alto, Belle Haven and North Fair Oaks can apply for jobs and hear directly from someone about whether they qualify to move on in the application process.\u003c/p>\n\u003cp>“It’s really having someone here in place that can allow for there to be additional attention paid to the resumes of local candidates,” says Juan Salazar, public policy manager for Facebook. “That’s having someone really advocate for those folks, like our recruiters and so forth, to get them placed.”\u003c/p>\n\u003cp>[contextly_sidebar id=”kdAME7pCXlDTfgXIygIj3Dql1fYnhsZA”]\u003c/p>\n\u003cp>If applicants meet hiring criteria, they will go through the process like everyone else. If they need more training, Facebook says it will share ways to gain those skills.\u003c/p>\n\u003cp>Access, Salazar says, is also a portal for contractors. Until now, one of the few ways candidates would learn about contracting jobs was through job fairs.\u003c/p>\n\u003cp>“I think for us, it’s meet them in the middle in terms of determining how is it that they can get connected to the tech economy.”\u003c/p>\n\u003cp>This isn’t the first time Peninsula residents have pushed for big tech companies to hire more locals.\u003c/p>\n\u003cp>Last spring, when Amazon moved into East Palo Alto, the retail giant said there weren’t enough high-skilled residents to fill what’s called the “first source” rule, which requires companies to hire 30 percent of their employees from within the city.\u003c/p>\n\u003cp>Residents protested, and Amazon and the developer made a concession by partnering with the nonprofit \u003ca href=\"http://www.jobtrainworks.org/about-us/\" target=\"_blank\" rel=\"noopener\">JobTrain\u003c/a>. The career counseling center now has an office on the Amazon campus, and provides job training, classes and resume building for community members.\u003c/p>\n\u003cp>[contextly_sidebar id=”0KRgsAOZfMBthnvKOmExsRcaDF7zQGtU”]\u003c/p>\n\u003cp>“This employment center was kind of the catalyst in really trying to make a good-faith effort to the community to provide some support for people that were looking for work,” says Art Taylor, chief program officer of JobTrain.\u003c/p>\n\u003cp>JobTrain is where Boyd learned about the option of going back to school to brush up his resume.\u003c/p>\n\u003cp>He’s now taking a web tech class taught through the nonprofit in conjunction with Salesforce.\u003c/p>\n\u003cp>“If somebody will take a look at our capabilities, we will get jobs,” says Boyd. “Just having the expectation of being treated the same, let’s say, as other millennial resumes that are crossing the desk of hiring managers. This would change life from darkness to a sunlit day with hope in it.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>In 10 months, Boyd will have a new certification — and renewed hope, he says, that this time around, someone on the other side of that online portal will give him a shot.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Under a new portal on the Facebook Jobs website called \u003ca href=\"https://pages.beamery.com/facebook/page/communities\">Access\u003c/a>, residents from East Palo Alto, Belle Haven and North Fair Oaks can apply for jobs and hear directly from someone about whether they qualify to move on in the application process.\u003c/p>\n\u003cp>“It’s really having someone here in place that can allow for there to be additional attention paid to the resumes of local candidates,” says Juan Salazar, public policy manager for Facebook. “That’s having someone really advocate for those folks, like our recruiters and so forth, to get them placed.”\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>If applicants meet hiring criteria, they will go through the process like everyone else. If they need more training, Facebook says it will share ways to gain those skills.\u003c/p>\n\u003cp>Access, Salazar says, is also a portal for contractors. Until now, one of the few ways candidates would learn about contracting jobs was through job fairs.\u003c/p>\n\u003cp>“I think for us, it’s meet them in the middle in terms of determining how is it that they can get connected to the tech economy.”\u003c/p>\n\u003cp>This isn’t the first time Peninsula residents have pushed for big tech companies to hire more locals.\u003c/p>\n\u003cp>Last spring, when Amazon moved into East Palo Alto, the retail giant said there weren’t enough high-skilled residents to fill what’s called the “first source” rule, which requires companies to hire 30 percent of their employees from within the city.\u003c/p>\n\u003cp>Residents protested, and Amazon and the developer made a concession by partnering with the nonprofit \u003ca href=\"http://www.jobtrainworks.org/about-us/\" target=\"_blank\" rel=\"noopener\">JobTrain\u003c/a>. The career counseling center now has an office on the Amazon campus, and provides job training, classes and resume building for community members.\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>“This employment center was kind of the catalyst in really trying to make a good-faith effort to the community to provide some support for people that were looking for work,” says Art Taylor, chief program officer of JobTrain.\u003c/p>\n\u003cp>JobTrain is where Boyd learned about the option of going back to school to brush up his resume.\u003c/p>\n\u003cp>He’s now taking a web tech class taught through the nonprofit in conjunction with Salesforce.\u003c/p>\n\u003cp>“If somebody will take a look at our capabilities, we will get jobs,” says Boyd. “Just having the expectation of being treated the same, let’s say, as other millennial resumes that are crossing the desk of hiring managers. This would change life from darkness to a sunlit day with hope in it.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>In 10 months, Boyd will have a new certification — and renewed hope, he says, that this time around, someone on the other side of that online portal will give him a shot.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>It’s not just recreational marijuana. Hundreds of new laws are set to take effect in California in January. Here are some of the most important measures.\u003c/p>\n\u003ch4>\u003cstrong>Housing\u003c/strong>\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB2\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Fee to fund affordable housing\u003c/strong>\u003c/a>: California homeowners will pay a new $75 fee on each document of a real estate transaction, such as a mortgage refinance or the redemption of a foreclosed home. The total fee is capped at $225 and does not include home purchases. In 2018, half of the funds (estimated at $200 to $300 million annually) will be used to address homelessness, with the other half going to local governments for the purpose of updating zoning and environmental reviews to streamline housing production.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB35\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Rules to boost housing construction\u003c/strong>\u003c/a>: Developments in cities that have not kept up with their benchmarks for approving new housing will be able to bypass certain local reviews. Other measures require cities to \u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB166\" target=\"_blank\" rel=\"noopener\">replace lost housing units\u003c/a>, and punish municipalities if they deny certain projects.\u003c/p>\n\u003ch4>Criminal Justice\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB190\">\u003cstrong>No more juvenile fees\u003c/strong>\u003c/a>: Counties are barred from collecting administrative fees from families with kids in the juvenile justice system.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB395\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Miranda rights protections for youth\u003c/strong>\u003c/a>: Kids 15 and younger must consult with legal counsel before they choose to waive their right to silence during interrogation.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB180\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Reduction of drug sentence enhancements\u003c/strong>\u003c/a>: Eliminates a three-year sentencing enhancement that was previously tacked onto nonviolent drug crimes for repeat offenders.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180AB1312\">\u003cstrong>Preserving rape kits\u003c/strong>\u003c/a>: Prohibits law enforcement agencies from destroying rape kits or other evidence from unsolved sexual assault cases for at least 20 years. If the victim was under 18 at the time of the crime, the evidence must be preserved until the victim’s 40th birthday.\u003c/p>\n\u003ch4>Immigration\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB54\" target=\"_blank\" rel=\"noopener\">\u003cstrong>‘Sanctuary State’\u003c/strong>\u003c/a> : Local law enforcement will be limited in its ability to cooperate with federal immigration. Sheriffs can’t hold immigrants past their release date on behalf of U.S. Immigration and Customs Enforcement and can communicate with ICE only regarding certain criminals.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB29\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Local detention of immigrants\u003c/strong>\u003c/a>: Local governments will be blocked from entering into or expanding existing contracts with the federal government to hold immigrant detainees.\u003c/p>\n\u003ch4>Guns\u003c/h4>\n\u003cp>\u003cstrong>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180AB424\" target=\"_blank\" rel=\"noopener\">No guns on campus\u003c/a>\u003c/strong>: Bars public or private K-12 schools from allowing visitors to bring a gun into a school zone.\u003c/p>\n\u003cp>\u003ca href=\"https://ballotpedia.org/California_Proposition_63,_Background_Checks_for_Ammunition_Purchases_and_Large-Capacity_Ammunition_Magazine_Ban_(2016)\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Gun relinquishment procedures\u003c/strong>\u003c/a>: A result of the passage of Proposition 63 in 2016, a system taking effect Jan. 1 establishes a timeline for certain criminals to give up their weapons.\u003c/p>\n\u003ch4>Labor\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB63\">\u003cstrong>Expanded job-protected maternity and paternity\u003c/strong> \u003cstrong>leave\u003c/strong>\u003c/a>\u003cstrong>:\u003c/strong> Companies with 20 to 49 employees must now provide 12 weeks of unpaid job-protected leave for new parents. Previously the law applied only to companies with 50 or more employees.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201720180AB168\">\u003cstrong>Limits use of previous salary information\u003c/strong>\u003c/a>: Prohibits all employers from seeking a salary history for job applicants and requires employers to provide applicants with the position’s pay scale if they ask for it.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180AB1008\">\u003cstrong>Ban the box\u003c/strong>\u003c/a>: Bans most companies from asking about a prospective employee’s criminal history on their initial application. The measure has an exemption for small businesses.\u003c/p>\n\u003ch4>Health\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201720180SB17\">\u003cstrong>Providing information on prescription drug costs\u003c/strong>\u003c/a>: This bill takes effect in several stages. Beginning Jan. 1, 2018, pharmaceutical companies are required to give advance notice before raising the price of drugs more than 16 percent. Drug companies have filed a lawsuit over the legislation.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180AB10\">\u003cstrong>Providing free tampons and pads to school students\u003c/strong>\u003c/a>: Middle and high schools with low-income student populations must provide free tampons and menstrual pads in their restrooms.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>It’s not just recreational marijuana. Hundreds of new laws are set to take effect in California in January. Here are some of the most important measures.\u003c/p>\n\u003ch4>\u003cstrong>Housing\u003c/strong>\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB2\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Fee to fund affordable housing\u003c/strong>\u003c/a>: California homeowners will pay a new $75 fee on each document of a real estate transaction, such as a mortgage refinance or the redemption of a foreclosed home. The total fee is capped at $225 and does not include home purchases. In 2018, half of the funds (estimated at $200 to $300 million annually) will be used to address homelessness, with the other half going to local governments for the purpose of updating zoning and environmental reviews to streamline housing production.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB35\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Rules to boost housing construction\u003c/strong>\u003c/a>: Developments in cities that have not kept up with their benchmarks for approving new housing will be able to bypass certain local reviews. Other measures require cities to \u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB166\" target=\"_blank\" rel=\"noopener\">replace lost housing units\u003c/a>, and punish municipalities if they deny certain projects.\u003c/p>\n\u003ch4>Criminal Justice\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB190\">\u003cstrong>No more juvenile fees\u003c/strong>\u003c/a>: Counties are barred from collecting administrative fees from families with kids in the juvenile justice system.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB395\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Miranda rights protections for youth\u003c/strong>\u003c/a>: Kids 15 and younger must consult with legal counsel before they choose to waive their right to silence during interrogation.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB180\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Reduction of drug sentence enhancements\u003c/strong>\u003c/a>: Eliminates a three-year sentencing enhancement that was previously tacked onto nonviolent drug crimes for repeat offenders.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180AB1312\">\u003cstrong>Preserving rape kits\u003c/strong>\u003c/a>: Prohibits law enforcement agencies from destroying rape kits or other evidence from unsolved sexual assault cases for at least 20 years. If the victim was under 18 at the time of the crime, the evidence must be preserved until the victim’s 40th birthday.\u003c/p>\n\u003ch4>Immigration\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB54\" target=\"_blank\" rel=\"noopener\">\u003cstrong>‘Sanctuary State’\u003c/strong>\u003c/a> : Local law enforcement will be limited in its ability to cooperate with federal immigration. Sheriffs can’t hold immigrants past their release date on behalf of U.S. Immigration and Customs Enforcement and can communicate with ICE only regarding certain criminals.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB29\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Local detention of immigrants\u003c/strong>\u003c/a>: Local governments will be blocked from entering into or expanding existing contracts with the federal government to hold immigrant detainees.\u003c/p>\n\u003ch4>Guns\u003c/h4>\n\u003cp>\u003cstrong>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180AB424\" target=\"_blank\" rel=\"noopener\">No guns on campus\u003c/a>\u003c/strong>: Bars public or private K-12 schools from allowing visitors to bring a gun into a school zone.\u003c/p>\n\u003cp>\u003ca href=\"https://ballotpedia.org/California_Proposition_63,_Background_Checks_for_Ammunition_Purchases_and_Large-Capacity_Ammunition_Magazine_Ban_(2016)\" target=\"_blank\" rel=\"noopener\">\u003cstrong>Gun relinquishment procedures\u003c/strong>\u003c/a>: A result of the passage of Proposition 63 in 2016, a system taking effect Jan. 1 establishes a timeline for certain criminals to give up their weapons.\u003c/p>\n\u003ch4>Labor\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180SB63\">\u003cstrong>Expanded job-protected maternity and paternity\u003c/strong> \u003cstrong>leave\u003c/strong>\u003c/a>\u003cstrong>:\u003c/strong> Companies with 20 to 49 employees must now provide 12 weeks of unpaid job-protected leave for new parents. Previously the law applied only to companies with 50 or more employees.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201720180AB168\">\u003cstrong>Limits use of previous salary information\u003c/strong>\u003c/a>: Prohibits all employers from seeking a salary history for job applicants and requires employers to provide applicants with the position’s pay scale if they ask for it.\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180AB1008\">\u003cstrong>Ban the box\u003c/strong>\u003c/a>: Bans most companies from asking about a prospective employee’s criminal history on their initial application. The measure has an exemption for small businesses.\u003c/p>\n\u003ch4>Health\u003c/h4>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billTextClient.xhtml?bill_id=201720180SB17\">\u003cstrong>Providing information on prescription drug costs\u003c/strong>\u003c/a>: This bill takes effect in several stages. Beginning Jan. 1, 2018, pharmaceutical companies are required to give advance notice before raising the price of drugs more than 16 percent. Drug companies have filed a lawsuit over the legislation.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>\u003ca href=\"http://leginfo.legislature.ca.gov/faces/billNavClient.xhtml?bill_id=201720180AB10\">\u003cstrong>Providing free tampons and pads to school students\u003c/strong>\u003c/a>: Middle and high schools with low-income student populations must provide free tampons and menstrual pads in their restrooms.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>At the Hugs Alternative Care dispensary, there is far more for sale than regular old smokeable marijuana. The Sacramento shop has cannabis butter, barbecue sauce, lollipops — the list goes on.\u003c/p>\n\u003cp>Brittany Dyke is one of the “budtenders” at the shop who helps customers choose between all these products. “It’s like walking into a candy shop for adults,” Dyke said.\u003c/p>\n\u003cp>On Jan. 1, adults in California will be able to walk into a shop like Hugs and buy marijuana products for recreational use, a development that is going to cause the industry to boom. As investors and owners get ready to cash in, an effort is underway to unionize marijuana workers like Dyke. The hope is to give them more protections and a say in the rapidly expanding industry.\u003c/p>\n\u003cp>[audio src=\"https://www.kqed.org/.stream/anon/radio/RDnews/2017/12/HarnettCannabisWorkersUnion.mp3\" title=\"As Marijuana Industry Grows, Workers Begin to Unionize\" program=\"KQED News\" image=\"https://ww2.kqed.org/news/wp-content/uploads/sites/10/2017/12/Alex-Hagar-e1513707823293.jpg\"]\u003c/p>\n\u003cp>Dyke and every other employee at Hugs is in United Food and Commercial Workers International Union Local 8. The dispensary is one of a handful in the state that is unionized. Because Hugs is a union shop, workers have performance reviews, scheduled wage increases and benefits like health care. Unionization wasn’t actually the workers’ idea. It came from their boss.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>In 2011, Hugs CEO David Spradlin brought in the UFCW union. “I come from construction,” Spradlin said. “I come from the working class. I know how it feels to have your job and your livelihood in someone else’s hand.”\u003c/p>\n\u003caside class=\"pullquote alignright\">‘My hope has always been that the cannabis industry doesn’t turn into 7-Eleven.’ \u003ccite>David Spradlin, CEO of Hugs Alternative Care\u003c/cite>\u003c/aside>\n\u003cp>“My hope has always been that the cannabis industry doesn’t turn into 7-Eleven,” Spradlin said. “I want the cannabis industry to turn into something that people want to get into and have a career in, something that a person right out of high school can go into and get a good job.”\u003c/p>\n\u003cp>Spradlin said the union has taught him a lot about managing workers in an industry that does not have many established business practices.\u003c/p>\n\u003cp>“Having protocols in place and just having it all systemized and making sure everyone gets a fair deal is hugely valuable,” Spradlin said.\u003c/p>\n\u003cp>Angelica Sanchez is a floor supervisor at the dispensary. She said the union saved her job.\u003c/p>\n\u003cp>“I was fired, filed a grievance with the union, and got in the same room with the guy who owned the dispensary and got my job back,” Sanchez said.\u003c/p>\n\u003cp>The guy she met with was David Spradlin.\u003c/p>\n\u003cp>“We terminated her,” Spradlin said. “But protocol wasn’t followed and it turns out we were wrong.”\u003c/p>\n\u003cp>James Araby is executive director of the UFCW Western States Council, and he said that generally in the marijuana business there’s a lot of worker abuse.\u003c/p>\n\u003cp>“We’ve found in this industry that many workers were paid in cash or product or not paid at all, that many of their rights were violated, and that some might not know that they even have rights,” Araby said. “They can be working 12-hour days and not be getting paid overtime.”\u003c/p>\n\u003cp>As marijuana becomes increasingly commercialized, there is a worry that big corporations will come in and push down wages. The “Walmartization of weed” is a phrase that is thrown around a lot these days by workers and growers in the industry.\u003c/p>\n\u003caside class=\"pullquote alignleft\">‘There are very few times in history when a labor union can be at the beginning of the dawn of a new multibillion-dollar industry.’ \u003ccite>James Araby, Head of UFCW Union\u003c/cite>\u003c/aside>\n\u003cp>Araby said there is an opportunity right now for the union to carve out protections for workers.\u003c/p>\n\u003cp>“There are very few times in history when a labor union can be at the beginning of the dawn of a new multibillion-dollar industry and play a direct role in helping shape it,” Araby said.\u003c/p>\n\u003cp>Only a handful of dispensaries in California are unionized, but Araby said the UFCW is reaching out now to get other cannabis operations on board.\u003c/p>\n\u003cp>“UFCW is definitely interested in organizing workers from seed to sale,” Araby said. That includes everyone from trimmers up in Humboldt County to “budtenders” like Gloria Santos, who works at the Hugs dispensary.\u003c/p>\n\u003cp>Santos, 27, comes from a long line of unionized longshoremen.\u003c/p>\n\u003cp>“Ten years ago my parents kicked me out,” Santos said. “They told my whole family to stop talking to me and that I was just going to sell weed for my life.”\u003c/p>\n\u003cp>Santos said becoming part of the union legitimized her work in the eyes of her family.\u003c/p>\n\u003cp>“My great-grandmother knows what I do, and she’s a little wary of it,” Santos said. “But the fact that I have the union back is everything to her.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Santos said she is excited to work in an industry that is growing so rapidly and where she can have the protection of a union. Unlike other retail jobs, Santos said she thinks cannabis could be a career that supports her long term.\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Dyke and every other employee at Hugs is in United Food and Commercial Workers International Union Local 8. The dispensary is one of a handful in the state that is unionized. Because Hugs is a union shop, workers have performance reviews, scheduled wage increases and benefits like health care. Unionization wasn’t actually the workers’ idea. It came from their boss.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>In 2011, Hugs CEO David Spradlin brought in the UFCW union. “I come from construction,” Spradlin said. “I come from the working class. I know how it feels to have your job and your livelihood in someone else’s hand.”\u003c/p>\n\u003caside class=\"pullquote alignright\">‘My hope has always been that the cannabis industry doesn’t turn into 7-Eleven.’ \u003ccite>David Spradlin, CEO of Hugs Alternative Care\u003c/cite>\u003c/aside>\n\u003cp>“My hope has always been that the cannabis industry doesn’t turn into 7-Eleven,” Spradlin said. “I want the cannabis industry to turn into something that people want to get into and have a career in, something that a person right out of high school can go into and get a good job.”\u003c/p>\n\u003cp>Spradlin said the union has taught him a lot about managing workers in an industry that does not have many established business practices.\u003c/p>\n\u003cp>“Having protocols in place and just having it all systemized and making sure everyone gets a fair deal is hugely valuable,” Spradlin said.\u003c/p>\n\u003cp>Angelica Sanchez is a floor supervisor at the dispensary. She said the union saved her job.\u003c/p>\n\u003cp>“I was fired, filed a grievance with the union, and got in the same room with the guy who owned the dispensary and got my job back,” Sanchez said.\u003c/p>\n\u003cp>The guy she met with was David Spradlin.\u003c/p>\n\u003cp>“We terminated her,” Spradlin said. “But protocol wasn’t followed and it turns out we were wrong.”\u003c/p>\n\u003cp>James Araby is executive director of the UFCW Western States Council, and he said that generally in the marijuana business there’s a lot of worker abuse.\u003c/p>\n\u003cp>“We’ve found in this industry that many workers were paid in cash or product or not paid at all, that many of their rights were violated, and that some might not know that they even have rights,” Araby said. “They can be working 12-hour days and not be getting paid overtime.”\u003c/p>\n\u003cp>As marijuana becomes increasingly commercialized, there is a worry that big corporations will come in and push down wages. The “Walmartization of weed” is a phrase that is thrown around a lot these days by workers and growers in the industry.\u003c/p>\n\u003caside class=\"pullquote alignleft\">‘There are very few times in history when a labor union can be at the beginning of the dawn of a new multibillion-dollar industry.’ \u003ccite>James Araby, Head of UFCW Union\u003c/cite>\u003c/aside>\n\u003cp>Araby said there is an opportunity right now for the union to carve out protections for workers.\u003c/p>\n\u003cp>“There are very few times in history when a labor union can be at the beginning of the dawn of a new multibillion-dollar industry and play a direct role in helping shape it,” Araby said.\u003c/p>\n\u003cp>Only a handful of dispensaries in California are unionized, but Araby said the UFCW is reaching out now to get other cannabis operations on board.\u003c/p>\n\u003cp>“UFCW is definitely interested in organizing workers from seed to sale,” Araby said. That includes everyone from trimmers up in Humboldt County to “budtenders” like Gloria Santos, who works at the Hugs dispensary.\u003c/p>\n\u003cp>Santos, 27, comes from a long line of unionized longshoremen.\u003c/p>\n\u003cp>“Ten years ago my parents kicked me out,” Santos said. “They told my whole family to stop talking to me and that I was just going to sell weed for my life.”\u003c/p>\n\u003cp>Santos said becoming part of the union legitimized her work in the eyes of her family.\u003c/p>\n\u003cp>“My great-grandmother knows what I do, and she’s a little wary of it,” Santos said. “But the fact that I have the union back is everything to her.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Santos said she is excited to work in an industry that is growing so rapidly and where she can have the protection of a union. Unlike other retail jobs, Santos said she thinks cannabis could be a career that supports her long term.\u003c/p>\n\n\u003c/div>\u003c/p>",
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"content": "\u003cp>Google CEO Sundar Pichai cut his vacation short and returned to the company’s Mountain View headquarters as criticism mounted over a senior engineer’s \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/08/07/542020041/google-grapples-with-fallout-after-employee-slams-diversity-efforts\">controversial memo\u003c/a> condemning Google’s diversity initiatives. The engineer was subsequently fired.\u003c/p>\n\u003cp>The memo, which some inside Google jokingly called a “manifesto,” was widely shared inside and outside the company.\u003c/p>\n\u003cp>James Damore \u003ca href=\"https://assets.documentcloud.org/documents/3914586/Googles-Ideological-Echo-Chamber.pdf\">wrote\u003c/a> that “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. In addition, Damore said men have a “higher drive for status.”\u003c/p>\n\u003cp>[contextly_sidebar id=”o4MdZedeqCFhMC3UGpgCkIin4iblZwmR”]\u003c/p>\n\u003cp>Damore also criticized the company for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.” He also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>Pichai \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">released a memo\u003c/a> of his own Monday night about the situation. Pichai said that he supported the right of workers to express themselves but that the memo had gone too far. The CEO wrote:\u003c/p>\n\u003cblockquote>\u003cp>“The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender. Our co-workers shouldn’t have to worry that each time they open their mouths to speak in a meeting, they have to prove that they are not like the memo states, being ‘agreeable’ rather than ‘assertive,’ showing a ‘lower stress tolerance,’ or being ‘neurotic.’ “\u003c/p>\u003c/blockquote>\n\u003cp>Pichai said portions of Damore’s memo violate “our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace.” Pichai has scheduled an all-staff meeting to discuss the situation.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" src=\"https://www.npr.org/player/embed/542210855/542286113\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>In an email to \u003cem>The New York Times\u003c/em>, Damore said he is likely to \u003ca href=\"https://www.nytimes.com/2017/08/07/business/google-women-engineer-fired-memo.html\">pursue legal action\u003c/a>. “I have a legal right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behavior, which is what my document does,” Damore said.\u003c/p>\n\u003cp>Meanwhile, social media continues to churn with tweets and posts on both sides of the issue. Conservative sites like \u003ca href=\"http://thefederalist.com/2017/08/08/google-fires-engineer-noticing-men-women-different/\">The Federalist\u003c/a> saw the firing as proof of Damore’s point that Google does not tolerate diversity of opinion.\u003c/p>\n\u003cp>However, former Google employee Kelly Ellis, who \u003ca href=\"http://www.npr.org/2017/08/07/542087066/google-engineers-criticism-of-diversity-programs-sparks-controversy\">told NPR on Monday\u003c/a> that she thought Google should fire Damore, sent out tweets supporting the decision. Ellis says she left Google because she was sexually harassed.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Ellis said Google promotes employees and determines salaries based on peer evaluations. Therefore, she says, Damore’s bias against women could harm female colleagues.\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Google+CEO+Cuts+Vacation+Short+To+Deal+With+Crisis+Over+Diversity+Memo&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>Google CEO Sundar Pichai cut his vacation short and returned to the company’s Mountain View headquarters as criticism mounted over a senior engineer’s \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/08/07/542020041/google-grapples-with-fallout-after-employee-slams-diversity-efforts\">controversial memo\u003c/a> condemning Google’s diversity initiatives. The engineer was subsequently fired.\u003c/p>\n\u003cp>The memo, which some inside Google jokingly called a “manifesto,” was widely shared inside and outside the company.\u003c/p>\n\u003cp>James Damore \u003ca href=\"https://assets.documentcloud.org/documents/3914586/Googles-Ideological-Echo-Chamber.pdf\">wrote\u003c/a> that “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. In addition, Damore said men have a “higher drive for status.”\u003c/p>\n\u003cp>\u003c/p>\u003cp>\u003c/p>\u003cp>\u003c/p>\n\u003cp>Damore also criticized the company for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.” He also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>Pichai \u003ca href=\"https://www.blog.google/topics/diversity/note-employees-ceo-sundar-pichai/\">released a memo\u003c/a> of his own Monday night about the situation. Pichai said that he supported the right of workers to express themselves but that the memo had gone too far. The CEO wrote:\u003c/p>\n\u003cblockquote>\u003cp>“The memo has clearly impacted our co-workers, some of whom are hurting and feel judged based on their gender. Our co-workers shouldn’t have to worry that each time they open their mouths to speak in a meeting, they have to prove that they are not like the memo states, being ‘agreeable’ rather than ‘assertive,’ showing a ‘lower stress tolerance,’ or being ‘neurotic.’ “\u003c/p>\u003c/blockquote>\n\u003cp>Pichai said portions of Damore’s memo violate “our Code of Conduct and cross the line by advancing harmful gender stereotypes in our workplace.” Pichai has scheduled an all-staff meeting to discuss the situation.\u003c/p>\n\u003cp>\u003c!-- iframe plugin v.4.3 wordpress.org/plugins/iframe/ -->\u003cbr>\n\u003ciframe loading=\"lazy\" src=\"https://www.npr.org/player/embed/542210855/542286113\" width=\"100%\" height=\"290\" frameborder=\"0\" scrolling=\"no\" title=\"NPR embedded audio player\" class=\"iframe-class\">\u003c/iframe>\u003c/p>\n\u003cp>In an email to \u003cem>The New York Times\u003c/em>, Damore said he is likely to \u003ca href=\"https://www.nytimes.com/2017/08/07/business/google-women-engineer-fired-memo.html\">pursue legal action\u003c/a>. “I have a legal right to express my concerns about the terms and conditions of my working environment and to bring up potentially illegal behavior, which is what my document does,” Damore said.\u003c/p>\n\u003cp>Meanwhile, social media continues to churn with tweets and posts on both sides of the issue. Conservative sites like \u003ca href=\"http://thefederalist.com/2017/08/08/google-fires-engineer-noticing-men-women-different/\">The Federalist\u003c/a> saw the firing as proof of Damore’s point that Google does not tolerate diversity of opinion.\u003c/p>\n\u003cp>However, former Google employee Kelly Ellis, who \u003ca href=\"http://www.npr.org/2017/08/07/542087066/google-engineers-criticism-of-diversity-programs-sparks-controversy\">told NPR on Monday\u003c/a> that she thought Google should fire Damore, sent out tweets supporting the decision. Ellis says she left Google because she was sexually harassed.\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>Ellis said Google promotes employees and determines salaries based on peer evaluations. Therefore, she says, Damore’s bias against women could harm female colleagues.\u003c/p>\n\u003cdiv class=\"fullattribution\">Copyright 2017 NPR. To see more, visit http://www.npr.org/.\u003cimg decoding=\"async\" src=\"https://www.google-analytics.com/__utm.gif?utmac=UA-5828686-4&utmdt=Google+CEO+Cuts+Vacation+Short+To+Deal+With+Crisis+Over+Diversity+Memo&utme=8(APIKey)9(MDAxOTAwOTE4MDEyMTkxMDAzNjczZDljZA004)\">\u003c/div>\n\n\u003c/div>\u003c/p>",
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"title": "Google Reportedly Fires Employee Who Slammed Diversity Efforts",
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"content": "\u003cp>\u003cstrong>Updated 11:30 p.m. ET\u003c/strong>\u003c/p>\n\u003cp>A senior software engineer reportedly has been fired by Google after a memo he wrote criticizing diversity initiatives was leaked and sparked protests on social media.\u003c/p>\n\u003cp>The 3,300-word document that has been shared across Google’s internal networks says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.”\u003c/p>\n\u003cp>Another software engineer who used to work for Google, Kelly Ellis, says some women who still work at the company stayed home on Monday because the memo made them “uncomfortable going back to work.”\u003c/p>\n\u003cp>Now, \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">Bloomberg\u003c/a> and Reuters report the memo was written by James Damore and Google has fired him for “perpetuating gender stereotypes.” The news services say Damore confirmed the dismissal by email.\u003c/p>\n\u003cp>[ad fullwidth]\u003c/p>\n\u003cp>The memo that some have jokingly called a “manifesto” has been shared across Google’s internal networks and says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.” He criticized Google for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.”\u003c/p>\n\u003cp>Not enough has been done, the engineer said, to encourage a diversity of viewpoints and ideologies at Google. The author also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>Google also has been pushing more employees to take its classes on “unconscious bias.”\u003c/p>\n\u003cp>Ellis left Google in 2014 after she was sexually harassed. When she read the leaked document it didn’t surprise her “because I saw similar language when I was at Google being shared on internal message boards and other different internal forums.”\u003c/p>\n\u003cp>Ellis said although he isn’t a manager, the “manifesto” author’s opinions directly impact his female peers. “The main input to Google’s performance review process, which is how they slot engineers, which determines pay — the main input to that is peer review,” says Ellis. “It’s your peers writing feedback on your work.”\u003c/p>\n\u003cp>Danielle Brown, Google’s vice president of diversity sent out a company-wide memo in response to the document. She stated, “Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company.”\u003c/p>\n\u003cp>According to Brown, Ari Balogh, a vice president in engineering who heads the department in which the employee works, wrote a note in response to the “manifesto” in which Balogh stressed the importance of Google being open and inclusive. He wrote, “We cannot allow stereotyping and harmful assumptions to play any part.”\u003c/p>\n\u003cp>The “manifesto” made headlines over the weekend after reports from \u003ca href=\"https://motherboard.vice.com/en_us/article/kzbm4a/employees-anti-diversity-manifesto-goes-internally-viral-at-google\">Motherboard\u003c/a> and \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">Gizmodo\u003c/a>. In it, the author equated the company’s effort to attract more women to work in technology to (hypothetical, we assume) efforts to achieve gender balance in other areas, such as “the homeless, work-related and violent deaths, prisons, and school dropouts.”\u003c/p>\n\u003cp>Wide sharing of the document has highlighted struggles with gender equality and the wage gap in the tech industry and particularly at Google, which was sued by the federal government earlier this year for refusing to share compensation amounts and other data.\u003c/p>\n\u003cp>In April, a Department of Labor official accused Google of practicing \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/04/08/523129221/google-accused-of-underpaying-female-employees\">“systemic” discrimination against female employees\u003c/a>.\u003c/p>\n\u003cp>Google maintains an online graphic of its employee demographics; \u003ca href=\"https://www.google.com/diversity/\">here’s the current breakdown\u003c/a>:\u003c/p>\n\u003cul>\n\u003cli>Women make up 25 percent of the company’s leadership\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Women hold 20 percent of technology jobs\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Overall, 31 percent of Google’s employees are female\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>56 percent of employees are white; 35 percent are Asian\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>4 percent are Hispanic, 4 percent are mixed-race, and 2 percent are black\u003c/li>\n\u003c/ul>\n\u003cp>Another engineer, Yonatan Zunger, who recently left Google, \u003ca href=\"https://medium.com/@yonatanzunger/so-about-this-googlers-manifesto-1e3773ed1788\">wrote an essay\u003c/a> in which he explored three main reactions to the post. From that essay:\u003c/p>\n\u003cul>\n\u003cli>(1) Despite speaking very authoritatively, the author does not appear to understand gender.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(2) Perhaps more interestingly, the author does not appear to understand engineering.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.\u003c/li>\n\u003c/ul>\n\u003cp>Addressing the engineer who wrote the document, Zunger wrote, “If you hadn’t written this manifesto, then maybe we’d be having a conversation about the skills you need to learn to not be blocked in your career — which are precisely the ones you described as ‘female skills.'”\u003c/p>\n\u003cp>As for the author’s feeling that their views couldn’t be discussed openly, Zunger called the author’s views “fundamentally corrosive” to any organization.\u003c/p>\n\u003cp>Another response came from software developer Sarah Mei, who devoted a string of tweets to criticize both the document and the way its argument was presented.\u003c/p>\n\u003cp>“This guy almost certainly thinks of himself as a ‘computer scientist’, but he does exactly what you’re not supposed to do as a scientist,” \u003ca href=\"https://twitter.com/sarahmei/status/893972255713050624\">Mei wrote\u003c/a>. “He draws a conclusion favorable to his ego, and then works backwards from there, constructing an argument to justify it.”\u003c/p>\n\u003cp>\u003ca href=\"https://twitter.com/sarahmei/status/893953228756221952\">In another tweet\u003c/a>, Mei said, “This google dude literally works at the company that made it _trivially easy_ to locate relevant social science research.”\u003c/p>\n\u003cp>As for the author, the engineer who wrote the document said it was intended to prompt an honest discussion — one that could explore “blind spots” that can develop from inherent or unconscious biases.\u003c/p>\n\u003cp>In a footnote to the document, the author added, “Of course, I may be biased and only see evidence that supports my viewpoint.”\u003c/p>\n\u003cp>At times, the author appears to take conflicting positions.\u003c/p>\n\u003cp>The engineer began the document by stating, “I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The message ended with a similar sentiment — but with the added notion, “Stereotypes are much more accurate and responsive to new information than the [company’s] training suggests.”\u003c/p>\n\n",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003cp>\u003cstrong>Updated 11:30 p.m. ET\u003c/strong>\u003c/p>\n\u003cp>A senior software engineer reportedly has been fired by Google after a memo he wrote criticizing diversity initiatives was leaked and sparked protests on social media.\u003c/p>\n\u003cp>The 3,300-word document that has been shared across Google’s internal networks says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.”\u003c/p>\n\u003cp>Another software engineer who used to work for Google, Kelly Ellis, says some women who still work at the company stayed home on Monday because the memo made them “uncomfortable going back to work.”\u003c/p>\n\u003cp>Now, \u003ca href=\"https://www.bloomberg.com/news/articles/2017-08-08/google-fires-employee-behind-controversial-diversity-memo\">Bloomberg\u003c/a> and Reuters report the memo was written by James Damore and Google has fired him for “perpetuating gender stereotypes.” The news services say Damore confirmed the dismissal by email.\u003c/p>\n\u003cp>\u003c/p>\u003c/div>",
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"content": "\u003cdiv class=\"post-body\">\u003cp>\u003c/p>\n\u003cp>The memo that some have jokingly called a “manifesto” has been shared across Google’s internal networks and says “biological causes” are part of the reason women aren’t represented equally in its tech departments and leadership. The senior engineer also cited “men’s higher drive for status.” He criticized Google for being an “ideological echo chamber” that made it hard to dissent from “Google’s left bias” and “politically correct monoculture.”\u003c/p>\n\u003cp>Not enough has been done, the engineer said, to encourage a diversity of viewpoints and ideologies at Google. The author also faulted the company for offering mentoring and other opportunities to its employees based on gender or race.\u003c/p>\n\u003cp>Google also has been pushing more employees to take its classes on “unconscious bias.”\u003c/p>\n\u003cp>Ellis left Google in 2014 after she was sexually harassed. When she read the leaked document it didn’t surprise her “because I saw similar language when I was at Google being shared on internal message boards and other different internal forums.”\u003c/p>\n\u003cp>Ellis said although he isn’t a manager, the “manifesto” author’s opinions directly impact his female peers. “The main input to Google’s performance review process, which is how they slot engineers, which determines pay — the main input to that is peer review,” says Ellis. “It’s your peers writing feedback on your work.”\u003c/p>\n\u003cp>Danielle Brown, Google’s vice president of diversity sent out a company-wide memo in response to the document. She stated, “Diversity and inclusion are a fundamental part of our values and the culture we continue to cultivate. We are unequivocal in our belief that diversity and inclusion are critical to our success as a company.”\u003c/p>\n\u003cp>According to Brown, Ari Balogh, a vice president in engineering who heads the department in which the employee works, wrote a note in response to the “manifesto” in which Balogh stressed the importance of Google being open and inclusive. He wrote, “We cannot allow stereotyping and harmful assumptions to play any part.”\u003c/p>\n\u003cp>The “manifesto” made headlines over the weekend after reports from \u003ca href=\"https://motherboard.vice.com/en_us/article/kzbm4a/employees-anti-diversity-manifesto-goes-internally-viral-at-google\">Motherboard\u003c/a> and \u003ca href=\"http://gizmodo.com/exclusive-heres-the-full-10-page-anti-diversity-screed-1797564320\">Gizmodo\u003c/a>. In it, the author equated the company’s effort to attract more women to work in technology to (hypothetical, we assume) efforts to achieve gender balance in other areas, such as “the homeless, work-related and violent deaths, prisons, and school dropouts.”\u003c/p>\n\u003cp>Wide sharing of the document has highlighted struggles with gender equality and the wage gap in the tech industry and particularly at Google, which was sued by the federal government earlier this year for refusing to share compensation amounts and other data.\u003c/p>\n\u003cp>In April, a Department of Labor official accused Google of practicing \u003ca href=\"http://www.npr.org/sections/thetwo-way/2017/04/08/523129221/google-accused-of-underpaying-female-employees\">“systemic” discrimination against female employees\u003c/a>.\u003c/p>\n\u003cp>Google maintains an online graphic of its employee demographics; \u003ca href=\"https://www.google.com/diversity/\">here’s the current breakdown\u003c/a>:\u003c/p>\n\u003cul>\n\u003cli>Women make up 25 percent of the company’s leadership\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Women hold 20 percent of technology jobs\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>Overall, 31 percent of Google’s employees are female\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>56 percent of employees are white; 35 percent are Asian\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>4 percent are Hispanic, 4 percent are mixed-race, and 2 percent are black\u003c/li>\n\u003c/ul>\n\u003cp>Another engineer, Yonatan Zunger, who recently left Google, \u003ca href=\"https://medium.com/@yonatanzunger/so-about-this-googlers-manifesto-1e3773ed1788\">wrote an essay\u003c/a> in which he explored three main reactions to the post. From that essay:\u003c/p>\n\u003cul>\n\u003cli>(1) Despite speaking very authoritatively, the author does not appear to understand gender.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(2) Perhaps more interestingly, the author does not appear to understand engineering.\u003c/li>\n\u003c/ul>\n\u003cul>\n\u003cli>(3) And most seriously, the author does not appear to understand the consequences of what he wrote, either for others or himself.\u003c/li>\n\u003c/ul>\n\u003cp>Addressing the engineer who wrote the document, Zunger wrote, “If you hadn’t written this manifesto, then maybe we’d be having a conversation about the skills you need to learn to not be blocked in your career — which are precisely the ones you described as ‘female skills.'”\u003c/p>\n\u003cp>As for the author’s feeling that their views couldn’t be discussed openly, Zunger called the author’s views “fundamentally corrosive” to any organization.\u003c/p>\n\u003cp>Another response came from software developer Sarah Mei, who devoted a string of tweets to criticize both the document and the way its argument was presented.\u003c/p>\n\u003cp>“This guy almost certainly thinks of himself as a ‘computer scientist’, but he does exactly what you’re not supposed to do as a scientist,” \u003ca href=\"https://twitter.com/sarahmei/status/893972255713050624\">Mei wrote\u003c/a>. “He draws a conclusion favorable to his ego, and then works backwards from there, constructing an argument to justify it.”\u003c/p>\n\u003cp>\u003ca href=\"https://twitter.com/sarahmei/status/893953228756221952\">In another tweet\u003c/a>, Mei said, “This google dude literally works at the company that made it _trivially easy_ to locate relevant social science research.”\u003c/p>\n\u003cp>As for the author, the engineer who wrote the document said it was intended to prompt an honest discussion — one that could explore “blind spots” that can develop from inherent or unconscious biases.\u003c/p>\n\u003cp>In a footnote to the document, the author added, “Of course, I may be biased and only see evidence that supports my viewpoint.”\u003c/p>\n\u003cp>At times, the author appears to take conflicting positions.\u003c/p>\n\u003cp>The engineer began the document by stating, “I value diversity and inclusion, am not denying that sexism exists, and don’t endorse using stereotypes.”\u003c/p>\n\u003cp>\u003c/p>\n\u003cp>The message ended with a similar sentiment — but with the added notion, “Stereotypes are much more accurate and responsive to new information than the [company’s] training suggests.”\u003c/p>\n\n\u003c/div>\u003c/p>",
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"id": "code-switch-life-kit",
"title": "Code Switch / Life Kit",
"info": "\u003cem>Code Switch\u003c/em>, which listeners will hear in the first part of the hour, has fearless and much-needed conversations about race. Hosted by journalists of color, the show tackles the subject of race head-on, exploring how it impacts every part of society — from politics and pop culture to history, sports and more.\u003cbr />\u003cbr />\u003cem>Life Kit\u003c/em>, which will be in the second part of the hour, guides you through spaces and feelings no one prepares you for — from finances to mental health, from workplace microaggressions to imposter syndrome, from relationships to parenting. The show features experts with real world experience and shares their knowledge. Because everyone needs a little help being human.\u003cbr />\u003cbr />\u003ca href=\"https://www.npr.org/podcasts/510312/codeswitch\">\u003cem>Code Switch\u003c/em> offical site and podcast\u003c/a>\u003cbr />\u003ca href=\"https://www.npr.org/lifekit\">\u003cem>Life Kit\u003c/em> offical site and podcast\u003c/a>\u003cbr />",
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"id": "commonwealth-club",
"title": "Commonwealth Club of California Podcast",
"info": "The Commonwealth Club of California is the nation's oldest and largest public affairs forum. As a non-partisan forum, The Club brings to the public airwaves diverse viewpoints on important topics. The Club's weekly radio broadcast - the oldest in the U.S., dating back to 1924 - is carried across the nation on public radio stations and is now podcasting. Our website archive features audio of our recent programs, as well as selected speeches from our long and distinguished history. This podcast feed is usually updated twice a week and is always un-edited.",
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"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Commonwealth-Club-Podcast-Tile-360x360-1.jpg",
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"meta": {
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"source": "Commonwealth Club of California"
},
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"google": "https://podcasts.google.com/feed/aHR0cDovL3d3dy5jb21tb253ZWFsdGhjbHViLm9yZy9hdWRpby9wb2RjYXN0L3dlZWtseS54bWw",
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"id": "forum",
"title": "Forum",
"tagline": "The conversation starts here",
"info": "KQED’s live call-in program discussing local, state, national and international issues, as well as in-depth interviews.",
"airtime": "MON-FRI 9am-11am, 10pm-11pm",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Forum-Podcast-Tile-703x703-1.jpg",
"imageAlt": "KQED Forum with Mina Kim and Alexis Madrigal",
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"order": 9
},
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"id": "freakonomics-radio",
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"officialWebsiteLink": "http://freakonomics.com/",
"airtime": "SUN 1am-2am, SAT 3pm-4pm",
"meta": {
"site": "radio",
"source": "WNYC"
},
"link": "/radio/program/freakonomics-radio",
"subscribe": {
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"apple": "https://itunes.apple.com/us/podcast/freakonomics-radio/id354668519",
"tuneIn": "https://tunein.com/podcasts/WNYC-Podcasts/Freakonomics-Radio-p272293/",
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},
"fresh-air": {
"id": "fresh-air",
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"apple": "https://itunes.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?s=143441&mt=2&id=214089682&at=11l79Y&ct=nprdirectory",
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"info": "A live production of NPR and WBUR Boston, in collaboration with stations across the country, Here & Now reflects the fluid world of news as it's happening in the middle of the day, with timely, in-depth news, interviews and conversation. Hosted by Robin Young, Jeremy Hobson and Tonya Mosley.",
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"hidden-brain": {
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"info": "Shankar Vedantam uses science and storytelling to reveal the unconscious patterns that drive human behavior, shape our choices and direct our relationships.",
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"airtime": "SUN 7pm-8pm",
"meta": {
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"source": "NPR"
},
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"how-i-built-this": {
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"title": "How I Built This with Guy Raz",
"info": "Guy Raz dives into the stories behind some of the world's best known companies. How I Built This weaves a narrative journey about innovators, entrepreneurs and idealists—and the movements they built.",
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"airtime": "SUN 7:30pm-8pm",
"meta": {
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"link": "/radio/program/how-i-built-this",
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"apple": "https://itunes.apple.com/us/podcast/how-i-built-this-with-guy-raz/id1150510297?mt=2",
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"hyphenacion": {
"id": "hyphenacion",
"title": "Hyphenación",
"tagline": "Where conversation and cultura meet",
"info": "What kind of no sabo word is Hyphenación? For us, it’s about living within a hyphenation. Like being a third-gen Mexican-American from the Texas border now living that Bay Area Chicano life. Like Xorje! Each week we bring together a couple of hyphenated Latinos to talk all about personal life choices: family, careers, relationships, belonging … everything is on the table. ",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2025/03/Hyphenacion_FinalAssets_PodcastTile.png",
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"officialWebsiteLink": "/podcasts/hyphenacion",
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"order": 15
},
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},
"jerrybrown": {
"id": "jerrybrown",
"title": "The Political Mind of Jerry Brown",
"tagline": "Lessons from a lifetime in politics",
"info": "The Political Mind of Jerry Brown brings listeners the wisdom of the former Governor, Mayor, and presidential candidate. Scott Shafer interviewed Brown for more than 40 hours, covering the former governor's life and half-century in the political game – and Brown has some lessons he'd like to share. ",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/The-Political-Mind-of-Jerry-Brown-Podcast-Tile-703x703-1.jpg",
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"officialWebsiteLink": "/podcasts/jerrybrown",
"meta": {
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"order": 18
},
"link": "/podcasts/jerrybrown",
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},
"latino-usa": {
"id": "latino-usa",
"title": "Latino USA",
"airtime": "MON 1am-2am, SUN 6pm-7pm",
"info": "Latino USA, the radio journal of news and culture, is the only national, English-language radio program produced from a Latino perspective.",
"imageSrc": "https://ww2.kqed.org/radio/wp-content/uploads/sites/50/2018/04/latinoUsa.jpg",
"officialWebsiteLink": "http://latinousa.org/",
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},
"link": "/radio/program/latino-usa",
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"apple": "https://itunes.apple.com/WebObjects/MZStore.woa/wa/viewPodcast?s=143441&mt=2&id=79681317&at=11l79Y&ct=nprdirectory",
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"rss": "https://feeds.npr.org/510016/podcast.xml"
}
},
"marketplace": {
"id": "marketplace",
"title": "Marketplace",
"info": "Our flagship program, helmed by Kai Ryssdal, examines what the day in money delivered, through stories, conversations, newsworthy numbers and more. Updated Monday through Friday at about 3:30 p.m. PT.",
"airtime": "MON-FRI 4pm-4:30pm, MON-WED 6:30pm-7pm",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Marketplace-Podcast-Tile-360x360-1.jpg",
"officialWebsiteLink": "https://www.marketplace.org/",
"meta": {
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"source": "American Public Media"
},
"link": "/radio/program/marketplace",
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},
"masters-of-scale": {
"id": "masters-of-scale",
"title": "Masters of Scale",
"info": "Masters of Scale is an original podcast in which LinkedIn co-founder and Greylock Partner Reid Hoffman sets out to describe and prove theories that explain how great entrepreneurs take their companies from zero to a gazillion in ingenious fashion.",
"airtime": "Every other Wednesday June 12 through October 16 at 8pm (repeats Thursdays at 2am)",
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"officialWebsiteLink": "https://mastersofscale.com/",
"meta": {
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"source": "WaitWhat"
},
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"rss": "https://rss.art19.com/masters-of-scale"
}
},
"mindshift": {
"id": "mindshift",
"title": "MindShift",
"tagline": "A podcast about the future of learning and how we raise our kids",
"info": "The MindShift podcast explores the innovations in education that are shaping how kids learn. Hosts Ki Sung and Katrina Schwartz introduce listeners to educators, researchers, parents and students who are developing effective ways to improve how kids learn. We cover topics like how fed-up administrators are developing surprising tactics to deal with classroom disruptions; how listening to podcasts are helping kids develop reading skills; the consequences of overparenting; and why interdisciplinary learning can engage students on all ends of the traditional achievement spectrum. This podcast is part of the MindShift education site, a division of KQED News. KQED is an NPR/PBS member station based in San Francisco. You can also visit the MindShift website for episodes and supplemental blog posts or tweet us \u003ca href=\"https://twitter.com/MindShiftKQED\">@MindShiftKQED\u003c/a> or visit us at \u003ca href=\"/mindshift\">MindShift.KQED.org\u003c/a>",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Mindshift-Podcast-Tile-703x703-1.jpg",
"imageAlt": "KQED MindShift: How We Will Learn",
"officialWebsiteLink": "/mindshift/",
"meta": {
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"source": "kqed",
"order": 12
},
"link": "/podcasts/mindshift",
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"google": "https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5tZWdhcGhvbmUuZm0vS1FJTkM1NzY0NjAwNDI5",
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}
},
"morning-edition": {
"id": "morning-edition",
"title": "Morning Edition",
"info": "\u003cem>Morning Edition\u003c/em> takes listeners around the country and the world with multi-faceted stories and commentaries every weekday. Hosts Steve Inskeep, David Greene and Rachel Martin bring you the latest breaking news and features to prepare you for the day.",
"airtime": "MON-FRI 3am-9am",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Morning-Edition-Podcast-Tile-360x360-1.jpg",
"officialWebsiteLink": "https://www.npr.org/programs/morning-edition/",
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"link": "/radio/program/morning-edition"
},
"onourwatch": {
"id": "onourwatch",
"title": "On Our Watch",
"tagline": "Deeply-reported investigative journalism",
"info": "For decades, the process for how police police themselves has been inconsistent – if not opaque. In some states, like California, these proceedings were completely hidden. After a new police transparency law unsealed scores of internal affairs files, our reporters set out to examine these cases and the shadow world of police discipline. On Our Watch brings listeners into the rooms where officers are questioned and witnesses are interrogated to find out who this system is really protecting. Is it the officers, or the public they've sworn to serve?",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/On-Our-Watch-Podcast-Tile-703x703-1.jpg",
"imageAlt": "On Our Watch from NPR and KQED",
"officialWebsiteLink": "/podcasts/onourwatch",
"meta": {
"site": "news",
"source": "kqed",
"order": 11
},
"link": "/podcasts/onourwatch",
"subscribe": {
"apple": "https://podcasts.apple.com/podcast/id1567098962",
"google": "https://podcasts.google.com/feed/aHR0cHM6Ly9mZWVkcy5ucHIub3JnLzUxMDM2MC9wb2RjYXN0LnhtbD9zYz1nb29nbGVwb2RjYXN0cw",
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"rss": "https://feeds.npr.org/510360/podcast.xml"
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},
"on-the-media": {
"id": "on-the-media",
"title": "On The Media",
"info": "Our weekly podcast explores how the media 'sausage' is made, casts an incisive eye on fluctuations in the marketplace of ideas, and examines threats to the freedom of information and expression in America and abroad. For one hour a week, the show tries to lift the veil from the process of \"making media,\" especially news media, because it's through that lens that we see the world and the world sees us",
"airtime": "SUN 2pm-3pm, MON 12am-1am",
"imageSrc": "https://ww2.kqed.org/radio/wp-content/uploads/sites/50/2018/04/onTheMedia.png",
"officialWebsiteLink": "https://www.wnycstudios.org/shows/otm",
"meta": {
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"source": "wnyc"
},
"link": "/radio/program/on-the-media",
"subscribe": {
"apple": "https://itunes.apple.com/us/podcast/on-the-media/id73330715?mt=2",
"tuneIn": "https://tunein.com/radio/On-the-Media-p69/",
"rss": "http://feeds.wnyc.org/onthemedia"
}
},
"pbs-newshour": {
"id": "pbs-newshour",
"title": "PBS NewsHour",
"info": "Analysis, background reports and updates from the PBS NewsHour putting today's news in context.",
"airtime": "MON-FRI 3pm-4pm",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/PBS-News-Hour-Podcast-Tile-360x360-1.jpg",
"officialWebsiteLink": "https://www.pbs.org/newshour/",
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"source": "pbs"
},
"link": "/radio/program/pbs-newshour",
"subscribe": {
"apple": "https://itunes.apple.com/us/podcast/pbs-newshour-full-show/id394432287?mt=2",
"tuneIn": "https://tunein.com/radio/PBS-NewsHour---Full-Show-p425698/",
"rss": "https://www.pbs.org/newshour/feeds/rss/podcasts/show"
}
},
"perspectives": {
"id": "perspectives",
"title": "Perspectives",
"tagline": "KQED's series of daily listener commentaries since 1991",
"info": "KQED's series of daily listener commentaries since 1991.",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2025/01/Perspectives_Tile_Final.jpg",
"imageAlt": "KQED Perspectives",
"officialWebsiteLink": "/perspectives/",
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"source": "kqed",
"order": 14
},
"link": "/perspectives",
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"npr": "https://www.npr.org/podcasts/432309616/perspectives",
"rss": "https://ww2.kqed.org/perspectives/category/perspectives/feed/",
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},
"planet-money": {
"id": "planet-money",
"title": "Planet Money",
"info": "The economy explained. Imagine you could call up a friend and say, Meet me at the bar and tell me what's going on with the economy. Now imagine that's actually a fun evening.",
"airtime": "SUN 3pm-4pm",
"imageSrc": "https://ww2.kqed.org/radio/wp-content/uploads/sites/50/2018/04/planetmoney.jpg",
"officialWebsiteLink": "https://www.npr.org/sections/money/",
"meta": {
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"source": "npr"
},
"link": "/radio/program/planet-money",
"subscribe": {
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"apple": "https://itunes.apple.com/us/podcast/planet-money/id290783428?mt=2",
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"rss": "https://feeds.npr.org/510289/podcast.xml"
}
},
"politicalbreakdown": {
"id": "politicalbreakdown",
"title": "Political Breakdown",
"tagline": "Politics from a personal perspective",
"info": "Political Breakdown is a new series that explores the political intersection of California and the nation. Each week hosts Scott Shafer and Marisa Lagos are joined with a new special guest to unpack politics -- with personality — and offer an insider’s glimpse at how politics happens.",
"airtime": "THU 6:30pm-7pm",
"imageSrc": "https://cdn.kqed.org/wp-content/uploads/2024/04/Political-Breakdown-2024-Podcast-Tile-703x703-1.jpg",
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"officialWebsiteLink": "/podcasts/politicalbreakdown",
"meta": {
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"source": "kqed",
"order": 5
},
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